414 Hr Manager jobs in Chicago

Join to apply for the HR Business Partner role at Gallagher Join to apply for the HR Business Partner role at Gallagher This range is provided by Gallagher. Your actual pay will be based on your skills and experience — talk with your recruiter to learn more. Base pay range $117,000.00/yr - $28,000.00/yr Direct message the job poster from Gallagher Introduction Indulge your passion for problem-solving and embrace the thrill of addressing risk head-on at Gallagher's global brokerage team. Join a family of diverse minds, united by a relentless pursuit of excellence. As part of our team, you'll be the architect of protection, safeguarding businesses and empowering their ambitions. Together, we'll build a legacy of trust and triumph in the dynamic world of risk management. Introduction Indulge your passion for problem-solving and embrace the thrill of addressing risk head-on at Gallagher's global brokerage team. Join a family of diverse minds, united by a relentless pursuit of excellence. As part of our team, you'll be the architect of protection, safeguarding businesses and empowering their ambitions. Together, we'll build a legacy of trust and triumph in the dynamic world of risk management. We believe that every candidate brings something special to the table, including you! So, even if you feel that you’re close but not an exact match, we encourage you to apply. Overview As an HR Business Partner, you will play a critical role in aligning human resources strategies with business objectives. You will work closely with leadership and employees to foster a positive work environment, drive organizational effectiveness, and support the achievement of business goals. Your expertise in HR practices, talent alignment, and strategic planning will be essential in delivering comprehensive HR solutions. How You'll Make An Impact Strategic HR Partnership: Collaborate with business leaders to understand their goals and challenges and provide strategic HR guidance to support business objectives. Analyze current workforce capabilities and future needs to ensure the organization has the right talent in place. This includes succession planning, talent acquisition, and retention strategies to meet long-term business goals. Develop and implement HR strategies and initiatives aligned with the overall business strategy. Partner with the business to on HR Initiatives and guidance on day-to-day employee support. Performance Management: Drive the performance management process, ensuring alignment with organizational goals and providing coaching to managers on effective performance feedback. Analyze performance metrics and recommend improvements to enhance productivity and employee engagement. Mergers and Acquisitions (M&A): Participate in the due diligence process to assess the aspects of potential acquisitions, including organizational structure, culture, talent, compensation, benefits, and HR-related liabilities. Lead change management initiatives to support employees through the transition, including communication strategies, training programs, and support systems. Assess and manage talent retention risks during the M&A process, developing strategies to retain key talent and integrate new employees. Work to align the cultures of merging organizations, identifying cultural differences and developing strategies to bridge gaps. Serve as a key point of contact for communication related to the M&A process, ensuring employees are informed and engaged. Manage employee relations issues that may arise during the M&A process, providing support and guidance to resolve conflicts. Change Management: Lead and support change management initiatives to drive organizational transformation and ensure smooth transitions. Identify and address organizational challenges by developing programs that improve efficiency, culture, and employee engagement. Talent Management: Support talent acquisition efforts by partnering with recruitment teams to identify and attract top talent. Facilitate talent development initiatives, including training programs, career development plans, and succession planning. Compensation and Sales Plans: Collaborate with compensation specialists to design, implement, and manage competitive compensation programs, including base salary, bonuses, and incentives. Develop and administer sales compensation plans that align with business objectives and motivate sales teams to achieve targets. Analyze compensation data to ensure market competitiveness and internal equity, and make recommendations for adjustments as needed. Provide guidance to managers and employees on compensation-related matters, including salary reviews and incentive programs. Data Analysis and Reporting: Utilize HR metrics and analytics to provide insights and recommendations to business leaders. Prepare and present reports on HR activities and trends to support data-driven decision-making. About You Qualifications: Bachelor’s degree in human resources, Business Administration, or a related field. Minimum of 5 years of experience in an HR Business Partner or similar role. Strong knowledge of HR practices, employment laws, and regulations. Excellent interpersonal and communication skills, with the ability to build relationships at all levels of the organization. Proven ability to handle sensitive and confidential information with discretion. Strong problem-solving skills and the ability to manage multiple priorities in a fast-paced environment. Proficiency in HRIS systems and Microsoft Office Suite. Preferred Qualifications: Experience in the insurance or financial services industry. Master’s degree in human resources or related field. HR certification (e.g., PHR, SPHR, SHRM-CP, SHRM-SCP). Compensation And Benefits On top of a competitive salary, great teams and exciting career opportunities, we also offer a wide range of benefits. Below are the minimum core benefits you’ll get, depending on your job level these benefits may improve: Medical/dental/vision plans, which start from day one! Life and accident insurance 401(K) and Roth options Tax-advantaged accounts (HSA, FSA) Educational expense reimbursement Paid parental leave Other benefits include: Digital mental health services (Talkspace) Flexible work hours (availability varies by office and job function) Training programs Gallagher Thrive program - elevating your health through challenges, workshops and digital fitness programs for your overall wellbeing Charitable matching gift program And more. We value inclusion and diversity Click Here to review our U.S. Eligibility Requirements and Pay Disclosure Statement Inclusion and diversity (I&D) is a core part of our business, and it’s embedded into the fabric of our organization. For more than 95 years, Gallagher has led with a commitment to sustainability and to support the communities where we live and work. Gallagher embraces our employees’ diverse identities, experiences and talents, allowing us to better serve our clients and communities. We see inclusion as a conscious commitment and diversity as a vital strength. By embracing diversity in all its forms, we live out The Gallagher Way to its fullest. Gallagher believes that all persons are entitled to equal employment opportunity and prohibits any form of discrimination by its managers, employees, vendors or customers based on race, color, religion, creed, gender (including pregnancy status), sexual orientation, gender identity (which includes transgender and other gender non-conforming individuals), gender expression, hair expression, marital status, parental status, age, national origin, ancestry, disability, medical condition, genetic information, veteran or military status, citizenship status, or any other characteristic protected (herein referred to as “protected characteristics”) by applicable federal, state, or local laws. Equal employment opportunity will be extended in all aspects of the employer-employee relationship, including, but not limited to, recruitment, hiring, training, promotion, transfer, demotion, compensation, benefits, layoff, and termination. In addition, Gallagher will make reasonable accommodations to known physical or mental limitations of an otherwise qualified person with a disability, unless the accommodation would impose an undue hardship on the operation of our business. Seniority level Seniority level Not Applicable Employment type Employment type Full-time Job function Job function Human Resources Industries Insurance Referrals increase your chances of interviewing at Gallagher by 2x Get notified about new Human Resources Business Partner jobs in Rolling Meadows, IL . Greater Chicago Area $77,000.00-$87,0 0.00 1 week ago Chicago, IL 55,000.00- 65,000.00 6 days ago Chicago, IL 143,000.00- 205,000.00 2 weeks ago Chicago, IL 115,000.00- 168,000.00 2 weeks ago Chicago, IL 80,000.00- 105,000.00 2 weeks ago Chicago, IL 126,000.00- 216,700.00 6 days ago Greater Chicago Area 91,200.00- 105,000.00 1 week ago Chicago, IL 130,000.00- 150,000.00 2 weeks ago Chicago, IL 90,000.00- 110,000.00 1 week ago Chicago, IL 152,200.00- 293,900.00 2 weeks ago Associate, Human Resources Business Partner Chicago, IL 80,000.00- 100,000.00 1 week ago Greater Chicago Area 125,000.00- 165,000.00 3 days ago Chicago, IL 85,000.00- 100,000.00 1 week ago Chicago, IL 150,000.00- 220,000.00 1 week ago Chicago, IL 71,000.00- 92,000.00 3 days ago Chicago, IL 65,000.00- 80,000.00 1 week ago Executive Director, Human Resources Operations Associate Director, Business HR - U.S. Specialty Rosemont, IL 90,000.00- 120,000.00 1 day ago Sr. HR Business Partner - U.S. Personal & Business Banking Chicago, IL 102,000.00- 190,000.00 1 week ago Chicago, IL 150,000.00- 220,000.00 1 week ago Chicago, IL 113,000.00- 150,000.00 3 days ago Chicago, IL 80,000.00- 100,000.00 4 days ago Deerfield, IL 85,000.00- 105,000.00 2 days ago Chicago, IL 75,000.00- 90,000.00 1 week ago Lisle, IL 100,000.00- 150,000.00 2 weeks ago We’re unlocking community knowledge in a new way. Experts add insights directly into each article, started with the help of AI. #J-18808-Ljbffr

At Gensler, we design for people. We leverage our global perspective and local presence to innovate at every scale. We're not just designers. We're tinkerers, craftspeople, visionaries, innovators, and thought leaders. Fueled by passion and entrepreneurial spirit, our people bring new ideas to solve the world's most challenging problems, like designing a more resilient, inclusive, and equitable future for our communities and cities.

Our people-centered, "People First" culture and "One Firm-Firm" motto promotes integrated teams that unite to shape the future of cities. Gensler's vision is to "Create a Better World through the Power of Design," and we do that by our deep commitment to our clients and by fostering a collaborative, diverse, and inclusive environment that enables our people to create impactful solutions together.

Your Role

Gensler's office in Chicago is seeking a Regional HR Business Partner, reporting to the Regional HR Director. This position will be part of the regional HR team and have responsibility working directly with staff and leadership in Chicago, Minneapolis, and Detroit of 300+ people to support all aspects of human resource & talent management services. This is an opportunity to design, lead and promote strategic HR initiatives in a cutting edge, client-focused environment.

*This role is in-person within our flexible culture. W e look forward to working with our new HR Business Partner in our incredible Chicago office .

What You Will Do

• Act as thought partner to studio leadership and develop talent strategies aligned to business objectives

• Manage all aspects of employee relations issues and investigations by partnering with leadership

• Oversee the assessment of talent gaps & needs to ensure roles are filled with the appropriate internal/external talent considerations

• Facilitate global mobility of employees with transfer, relocation, and visa processing

• Support full lifecycle of the employee from on-boarding, engagement, development, exit, and retirement

• Manage Gensler special recognition programs

• Advise leadership regarding compensation and reward programs

• Analyzes talent data, reports, metrics to inform talent decisions

• Assist in developing performance management tools, formalizing succession planning, and proactively developing staff and leadership

• Implements talent development and training programs and processes in partnership with Talent Development Manager

• Partner with HR team colleagues to create and innovate HR practices and programs

• Partner with shared services staff to deliver best in class people solutions & services

Your Qualifications

• Bachelor's degree in Human Resources or related area required

• 10+ years of Human Resources experience; (3+ years at manager level)

• Working knowledge of employment law and compliance regulations at federal, state and local levels

• Strong employee relations skills & expertise

• Experience working in a Professional Services environment

• Excellent organizational skills; attention to detail

• Advanced MS Office proficiency preferred, particularly Excel/Power Point; In-Design, a plus

• Experience with Workday preferred

• Ability to produce timely deliverables and manage multiple and shifting priorities in a dynamic environment

• Ability to work independently, navigate and maintain productivity in a matrix environment

• Ability to travel to offices within the region up to 25%

• Excellent communication skills (verbal and written) required

• Strong customer service orientation, a team player with the ability to establish and maintain collaborative working relationships

• PHR/SPHR certification or equivalent preferred

T he base salary range is $115,000 to $140,000, commensurate with relevant experience. In addition, standard benefits will be offered, and employees will be eligible for bonuses.

Life at Gensler

At Gensler, we are as committed to enjoying life as we are to delivering best-in-class design. From curated art exhibits to internal design competitions to "Well-being Week," our offices reflect our people's diverse interests.

We encourage every person at Gensler to lead a healthy and balanced life. Our comprehensive benefits include medical, dental, vision, disability, wellness programs, flex spending, paid holidays, and paid time off. We also offer a 401k, profit sharing, employee stock ownership, and twice annual bonus opportunities. Our annual base salary range has been established based on local markets.

As part of the firm's commitment to licensure and professional development, Gensler offers reimbursement for certain professional licenses and associated renewals and exam fees. In addition, we reimburse tuition for certain eligible programs or classes. We view our professional development programs as strategic investments in our future.

At SpotOn, we’re helping restaurants and small businesses compete and win with flexible payment and software technology—backed by real people who really care. From seamless point-of-sale systems to integrated restaurant management solutions, every SpotOn tool is designed to help local businesses increase profits and create better experiences for their customers and employees. Recently, SpotOn was: Named one of Fast Company’s Most Innovative Companies of 2024 Awarded Great Places to Work and Built In’s Best Workplaces for the third year in a row Selected as the Best Overall Restaurant POS by NerdWallet Rated the top-rated point-of-sale (POS) for restaurants, bars, retail, and small businesses by Capterra users We’re committed to caring hard and moving fast so that we can continue to grow and make a positive impact together. That’s where you come in. We are looking for an HR Business Partner to join our team. The HR Business Partner is both a strategic and hands-on role that provides comprehensive Human Resources leadership and support to the Sales organization for our rapidly growing company. The role is critical in executing people initiatives, providing great internal customer support, and driving HR functional excellence and process improvement for assigned business groups. This is a hybrid position in our Chicago or San Francisco office (3x/week). What you'll do: Serve as an important member and key influencer on a growing HR team. With rapid changes underway, you will influence employee success as well as policy and process adoption. Provide HR expertise and consulting to our sales teams and sales leaders applicable to building organizational capability and enhanced employee productivity. Focus on the achievement of current and future business objectives through the development and implementation of practical, cost-effective, and proactive human resource strategy, policies and practices. Provide counsel and support to sales managers for the resolution of employee performance issues, including timely development and execution of appropriate corrective action steps, including coaching, verbal / written warnings, Performance Improvement Plans and terminations. Help deliver/support timely delivery of development and compliance-related training. Conduct legally sound investigations based on good faith into issues involving employee misconduct and policy violations. Qualifications: Research shows that women and members of underrepresented groups tend to apply to roles only when they check every box on a job description. We encourage you to apply if you meet the majority of qualifications and if this role is aligned with your career trajectory. Experience in an HR Business Partner or similar role with a focus on supporting sales teams, field sales representatives, and/or commissioned sales Demonstrated leadership ability including success managing or mentoring others Strong computer skills including MS Office and Google Suite applications and other relevant HR software The ability to understand business goals and recommend new approaches, policies and procedures to effect continual improvements in business objectives, productivity and development for the assigned business groups A true hands-on approach as well as the ability to successfully monitor the "pulse" of employees to ensure a high level of employee engagement Strong project management skills; ability to lead projects at a corporate level to influence and obtain buy-in, and then drive execution and achievement of the right results Strong familiarity with local, state and federal employment laws Demonstrated ability to identify problems and drive appropriate solutions Strong client-centric approach to the role Excellent organizational and interpersonal skills 5+ years of strong HR generalist experience including organizational development, employee relations, recruiting, onboarding, training, employment laws, conducting confidential investigations, and familiarity with payroll and benefit administration 3+ years of experience implementing and creating HR policies and procedures that support the overall success of an organization 3+ years of strong HRIS systems experience 3+ years of experience identifying and recommending employee and leader development solutions 3+ years of demonstrated success in creating and driving effective employee relations, retention and reward programs Prior experience supporting large, nationally distributed exempt and non-exempt employee groups PHR, SPHR or SHRM-SCP certification At SpotOn, we put people above everything else. We’re known for our innovative software and technology solutions, but we stand out because of the hard-working humans behind the tech. We can’t take care of our clients without taking care of our employees first, and that’s why we invest in you with a competitive benefits package which includes: Medical, Dental and Vision Insurance 401k with company match RSUs Paid vacation, 10 company holidays, sick time, and volunteer time off Employee Resource Groups to build community and inclusion at work Monthly cell phone and internet stipend Tuition reimbursement for up to $2,000 per calendar year to assist with your professional development Compensation: Our base pay ranges from $13,000 - 150,000 for this position. Offers will be reflective of the candidates location and experience. Please note the salary range listed is just one component of a competitive compensation package which includes a company stock plan Offers will be reflective of the candidate’s location and experience. SpotOn is an equal employment opportunity employer. Qualified candidates are considered for employment without regard to race, religion, gender, gender identity, sexual orientation, national origin, age, military or veteran status, disability, or any other characteristic protected by applicable law. SpotOn is an e-verify company. Create a Job Alert Interested in building your career at SpotOn: Corporate? Get future opportunities sent straight to your email. Apply for this job * indicates a required field First Name * Last Name * Email * Phone * Location (City) * Resume/CV * Enter manually Accepted file types: pdf, doc, docx, txt, rtf Enter manually Accepted file types: pdf, doc, docx, txt, rtf LinkedIn Profile Will you now or any time in the future require sponsorship to work in the US? * Select. I have experience in an HR Business Partner or similar role with a focus on supporting sales teams * Voluntary Self-Identification For government reporting purposes, we ask candidates to respond to the below self-identification survey.Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiringprocess or thereafter. Any information that you do provide will be recorded and maintained in aconfidential file. As set forth in SpotOn: Corporate’s Equal Employment Opportunity policy,we do not discriminate on the basis of any protected group status under any applicable law. If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection.As a government contractor subject to the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measurethe effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categoriesis as follows: A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability. A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service. An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense. An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985. Select. Voluntary Self-Identification of Disability Form CC-305 Page 1 of 1 OMB Control Number 1250-0005 Expires 04/30/2026 Voluntary Self-Identification of Disability Form CC-305 Page 1 of 1 OMB Control Number 1250-0005 Expires 04/30/2026 Why are you being asked to complete this form? We are a federal contractor or subcontractor. The law requires us to provide equal employment opportunity to qualified people with disabilities. We have a goal of having at least 7% of our workers as people with disabilities. The law says we must measure our progress towards this goal. To do this, we must ask applicants and employees if they have a disability or have ever had one. People can become disabled, so we need to ask this question at least every five years. Completing this form is voluntary, and we hope that you will choose to do so. Your answer is confidential. No one who makes hiring decisions will see it. Your decision to complete the form and your answer will not harm you in any way. If you want to learn more about the law or this form, visit the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) website at . How do you know if you have a disability? A disability is a condition that substantially limits one or more of your “major life activities.” If you have or have ever had such a condition, you are a person with a disability. Disabilities include, but are not limited to: Alcohol or other substance use disorder (not currently using drugs illegally) Autoimmune disorder, for example, lupus, fibromyalgia, rheumatoid arthritis, HIV/AIDS Blind or low vision Cancer (past or present) Cardiovascular or heart disease Celiac disease Cerebral palsy Deaf or serious difficulty hearing Diabetes Disfigurement, for example, disfigurement caused by burns, wounds, accidents, or congenital disorders Epilepsy or other seizure disorder Gastrointestinal disorders, for example, Crohn's Disease, irritable bowel syndrome Intellectual or developmental disability Mental health conditions, for example, depression, bipolar disorder, anxiety disorder, schizophrenia, PTSD Missing limbs or partially missing limbs Mobility impairment, benefiting from the use of a wheelchair, scooter, walker, leg brace(s) and/or other supports Nervous system condition, for example, migraine headaches, Parkinson’s disease, multiple sclerosis (MS) Neurodivergence, for example, attention-deficit/hyperactivity disorder (ADHD), autism spectrum disorder, dyslexia, dyspraxia, other learning disabilities Partial or complete paralysis (any cause) Pulmonary or respiratory conditions, for example, tuberculosis, asthma, emphysema Short stature (dwarfism) Traumatic brain injury Disability Status Select. 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At SpotOn, we’re helping restaurants and small businesses compete and win with flexible payment and software technology—backed by real people who really care. From seamless point-of-sale systems to integrated restaurant management solutions, every SpotOn tool is designed to help local businesses increase profits and create better experiences for their customers and employees. Recently, SpotOn was: Named one of Fast Company’s Most Innovative Companies Awarded Great Places to Work and Built In’s Best Workplaces for the fourth year in a row Selected as the Best Overall Restaurant POS by NerdWallet Rated the top-rated point-of-sale (POS) for restaurants, bars, retail, and small businesses by Capterra users We’re committed to caring hard and moving fast so that we can continue to grow and make a positive impact together. That’s where you come in. We are looking for an HR Business Partner to join our team. The HR Business Partner is both a strategic and hands-on role that provides comprehensive Human Resources leadership and support for our rapidly growing company. The role is critical in executing people initiatives, providing great internal customer support, and driving HR functional excellence and process improvement for assigned business groups. This is a hybrid position in our Chicago or San Francisco office (3x/week). What you'll do: Serve as an important member and key influencer on a growing HR team. With rapid changes underway, you will influence employee success as well as policy and process adoption. Provide HR expertise and consulting to our teams and leaders applicable to building organizational capability and enhanced employee productivity. Focus on the achievement of current and future business objectives through the development and implementation of practical, cost-effective, and proactive human resource strategy, policies and practices. Provide counsel and support to sales managers for the resolution of employee performance issues, including timely development and execution of appropriate corrective action steps, including coaching, verbal / written warnings, Performance Improvement Plans and terminations. Help deliver/support timely delivery of development and compliance-related training. Conduct legally sound investigations based on good faith into issues involving employee misconduct and policy violations. Qualifications: Research shows that women and members of underrepresented groups tend to apply to roles only when they check every box on a job description. We encourage you to apply if you meet the majority of qualifications and if this role is aligned with your career trajectory. Experience in an HR Business Partner or similar role Demonstrated leadership ability including success managing or mentoring others Strong computer skills including MS Office and Google Suite applications and other relevant HR software The ability to understand business goals and recommend new approaches, policies and procedures to effect continual improvements in business objectives, productivity and development for the assigned business groups A true hands-on approach as well as the ability to successfully monitor the "pulse" of employees to ensure a high level of employee engagement Strong project management skills; ability to lead projects at a corporate level to influence and obtain buy-in, and then drive execution and achievement of the right results Strong familiarity with local, state and federal employment laws Demonstrated ability to identify problems and drive appropriate solutions Strong client-centric approach to the role Excellent organizational and interpersonal skills 5+ years of strong HR generalist experience including organizational development, employee relations, recruiting, onboarding, training, employment laws, conducting confidential investigations, and familiarity with payroll and benefit administration 3+ years of experience implementing and creating HR policies and procedures that support the overall success of an organization 3+ years of strong HRIS systems experience 3+ years of experience identifying and recommending employee and leader development solutions 3+ years of demonstrated success in creating and driving effective employee relations, retention and reward programs Bonus points for: Prior experience supporting large, nationally distributed exempt and non-exempt employee groups PHR, SPHR or SHRM-SCP certification Benefits: At SpotOn, we put people above everything else. We’re known for our innovative software and technology solutions, but we stand out because of the hard-working humans behind the tech. We can’t take care of our clients without taking care of our employees first, and that’s why we invest in you with a competitive benefits package which includes: Medical, Dental and Vision Insurance 401k with company match RSUs Paid vacation, 10 company holidays, sick time, and volunteer time off Employee Resource Groups to build community and inclusion at work Monthly cell phone and internet stipend Tuition reimbursement for up to $2,000 per calendar year to assist with your professional development Compensation: Our base pay ranges from $13,000 - 150,000 for this position. Offers will be reflective of the candidates location and experience. Please note the salary range listed is just one component of a competitive compensation package which includes a company stock plan Offers will be reflective of the candidate’s location and experience. SpotOn is an equal employment opportunity employer. Qualified candidates are considered for employment without regard to race, religion, gender, gender identity, sexual orientation, national origin, age, military or veteran status, disability, or any other characteristic protected by applicable law. SpotOn is an e-verify company. #J-18808-Ljbffr

INTRODUCTION At Burberry, we believe creativity opens spaces. Our purpose is to unlock the power of imagination to push boundaries and open new possibilities for our people, our customers and our communities. This is the core belief that has guided Burberry since it was founded in 1856 and is central to how we operate as a company today. We aim to provide an environment for creative minds from different backgrounds to thrive, bringing a wide range of skills and experiences to everything we do. As a purposeful, values-driven brand, we are committed to being a force for good in the world as well, creating the next generation of sustainable luxury for customers, driving industry change and championing our communities. JOB PURPOSE As an ambassador of the company’s culture you will use your HR expertise to seamlessly partner with your business area and HR colleagues in order to create an environment where the business is empowered and inspired to drive their talent and leadership capabilities to deliver exceptional results today and for the future. RESPONSIBILITIES Business Acumen Establish business strategies to enhance the retention and development of key talent while minimizing attrition; Develop people strategies and design approaches for diagnosing and enhancing organization effectiveness and employee satisfaction; Analyze and deliver regular reports on business performance and employee performance within respective markets; Build credibility and influence as a trusted advisor to the regions cross-functional partners to drive the maximal potential of their teams and talent directly impacting business performance; Analyze and interpret various reports to guide decision making and provide proactive solutions to enhance business operations; With a commercial mind-set and unified connectivity with the business you will develop strong and trusted partnerships with business leaders within your client group providing challenge, coaching and advice on people related matters and strategies Employee Relations Protect the business by ensuring legal compliance that is culturally in line with our brand values; Coach the level of capability within the business to manage ER cases, ensuring up skilling of line management, which may include training and briefings on policies and guidelines; Manage the relationships with unions, work councils and employee representatives where required and partner to resolve any associates risks HR Operations Partner with the Senior Manager of Human Resources to develop and implement effective HR processes and procedures that will support the strategic growth of the business; Ensure consistency while also providing guidance on best practices and application of HR policies, procedures and legislation; Ensure fairness and accuracy with all HR documentation; Conduct exit interviews Rewards Support the business in their people budgeting process. Challenging and coaching on the decision process for new roles, reviewing headcount changes and planned and proposed recruitment and promotions. Empowering budget holders to make informed decisions prioritizing in line with business strategies; Provide feedback from respective population on reward framework; Manage the annual review and reward planning process, including supporting line managers in merit decisions; Identify potential market opportunity with salary levels and internal roles as it relates to retention and talent Talent (Development & Acquisition) Manage the performance management process providing effective coaching, maintaining thorough documentation, ensuring timely follow-up, and determining outcomes for performance improvement or termination; Collaborate with retail managers to create and implement development plans and goal setting, review sales performance monthly for the retail population; Guide and mentor managers as they navigate the performance management process; Encourage and drive internal mobility identifying strategic positions and ensuring talent action plans are in place driving internal succession planning; Partner with the Learning and Development team to work on value-added programs in areas of training, career mobility and job performance; Interview final senior level management candidates identified by the talent team for the respective retail population; Review and partner on all employment offers in partnership with the talent team and respective line managers Training and Onboarding Facilitate onboarding of new managers in partnership with the retail training team; Ensure line managers are implementing 30/60/90 day probationary evaluations for all new hires; Train new hires on HR policies and procedures, benefits and Burberry values; Conduct in store trainings as needed with respective business partners PERSONAL PROFILE • Bachelors’ Degree preferred; • A minimum of 5 years prior Human Resources experience, including a minimum of 2 years in a management position; • Flexibility to travel up to 25% of the time; • Ability to work in-store from multiple local locations within the market 60% of the work week; • Demonstrated experience in various Human Resources functional areas; • Deep knowledge of Human Resources policies and practices, including applicable state and federal employment laws and regulations • Exceptional interpersonal skills, adept at cultivating and sustaining productive work relationships across all levels of the organization internally and externally; • Ability to manage multiple, complex issues and prioritize projects concurrently; • Ability to stylistically adapt communication based on audience and influence without authority; • Demonstrated analytical thinking, problem solving, and decision making skills with the success in developing innovation solutions to business issues that align with driving business strategy • Strong desire to support retail population and work in a multi-site environment MEASURES OF SUCCESS • Healthy relationships with business partners, focused around driving organization effectiveness, commerciality and making the right decisions for the brand. Measure based on feedback from business partners and from other more senior HR/business leaders. • Driving talent performance, mobility and capability development. Measure based on: completion of the talent calibrations; existence of talent plans for top talent; the number of internal promotions and internal moves; defined individuals objectives aligned to business objectives; the development of talent (leadership, behavioral and/or business competencies). • Management of business risks through succession and talent planning. Measure based on existence of robust succession plans and identification/management of key talent risks. • Effective management of employee relations issues. Measure based on the avoidance of ER cases and the effective handling of ER cases when they arise. • Effective application of the global People operating model and ways of working. Measure based on the operating model being fully embedded, connectedness and collaboration with other HR teams, application of global processes and accuracy of people data. • Delivery of HR / business projects and change. Measure based on the effective implementation or roll-out of initiatives and/or organizational changes. FOOTER Burberry is an Equal Opportunities Employer and as such, treats all applications equally and recruits purely on the basis of skills and experience. Expected base salary for the role will generally be between $110,000.00 and $120,000.00 per year at the commencement of employment. However, base salary if hired will be determined on an individualized basis and is only part of the total compensation package, which, depending on the position, may also include commission earnings, discretionary bonuses, short and long-term incentive packages, and Company-sponsored benefit programs. This position is at-will and the Company reserves the right to modify base salary (as well as any other discretionary payment or compensation program) at any time, including for reasons related to individual performance, Company or individual department/team performance, and market factors. #J-18808-Ljbffr

Your Job Are you looking to make a connection to your career? Come to Molex where we create connections for life. We use innovation, engineering excellence, commitment to quality and reliability and superior customer experience to improve communication, elevate experiences, and engage and inspire people everywhere. Molex is looking for an HR Business Partner to support our Optical Solutions Business Unit (OSBU) based in Lisle, IL. In this role, you will lead strategic and operational HR initiatives to support OSBU, our Datacom and Specialty Solutions Division (DSS), and Molex's overall goals. This role will be located in Lisle, IL supporting Americas focused human resources initiatives, while coordinating with multiple locations globally if necessary. Our Team Molex possesses a rich heritage in the optical industry. We provide the highest performing and field-proven optical transmission solutions from components, modules to subsystems. Our team is dedicated to continuous innovation in optical component function integration, miniaturization, and manufacturing automation. We provide cutting edge technology with a comprehensive optical, mechanical, electrical and software integration capabilities enable us to serve the needs of high-density, high-bandwidth, and flexible optical networks of telecom, datacom, hyperscale datacenter and supercomputing. What You Will Do Multi-Site HR Support Ensure a positive work environment and support employee relations across our Lisle, IL, Naperville, IL, Hudson, WI and other locations. Build and maintain strong relationships with site leadership and employees Provide HR support to in talent management, performance management and aligning contributions to total rewards Principle Based Management Champion Partner with employees at all levels to grow their knowledge and application of Principle Based Management Recruiting and Onboarding Support the recruitment process in partnership with hiring manager and leveraged recruiting capability to attract top talent Ensure a smooth onboarding experience for new hires, including orientation and training programs Workforce Planning & Succession Planning Collaborate with leadership to assess workforce needs and develop plans to meet organizational goals Implement strategies to attract, retain, and develop talent Develop and maintain a pipeline for succession planning to ensure future leadership and skill continuity Flex Support Assist with special projects and initiatives as assigned. Who You Are (Basic Qualifications) Bachelor's degree in human resources, business administration, or a related field Experience in a Senior HR Generalist, HR Manager, or HR Business Partner role Experience supporting employees and leaders in a manufacturing environment Experience partnering with leadership to drive initiatives Experience developing and partnering with front line supervisors Experience analyzing, interpreting, and presenting data to leaders Knowledge of employment laws and practices Experience working with cross functional teams Ability to travel up to 30% of the time domestically What Will Put You Ahead Experience as a HR Manager supporting multiple sites Experience working with employee populations in manufacturing and engineering organizations Advanced degree in Human Resources or SHRM/SCP Certification For this role, we anticipate paying $100,000 - $150,000 per year. This role is eligible for variable pay, issued as a monetary bonus or in another form. At Koch companies, we are entrepreneurs. This means we openly challenge the status quo, find new ways to create value and get rewarded for our individual contributions. Any compensation range provided for a role is an estimate determined by available market data. The actual amount may be higher or lower than the range provided considering each candidate's knowledge, skills, abilities, and geographic location. If you have questions, please speak to your recruiter about the flexibility and detail of our compensation philosophy. Hiring Philosophy All Koch companies value diversity of thought, perspectives, aptitudes, experiences, and backgrounds. We are Military Ready and Second Chance employers. Learn more about our hiring philosophy here. Who We Are As a Koch Company, Molex is a leading supplier of connectors and interconnect components, driving innovation in electronics and supporting industries from automotive to health care and consumer to data communications. The thousands of innovators who work for Molex have made us a global electronics leader. Our experienced people, groundbreaking products and leading-edge technologies help us deliver a wider array of solutions to more markets than ever before. At Koch, employees are empowered to do what they do best to make life better. Learn how our business philosophy helps employees unleash their potential while creating value for themselves and the company. Our Benefits Our goal is for each employee, and their families, to live fulfilling and healthy lives. We provide essential resources and support to build and maintain physical, financial, and emotional strength - focusing on overall wellbeing so you can focus on what matters most. Our benefits plan includes - medical, dental, vision, flexible spending and health savings accounts, life insurance, ADD, disability, retirement, paid vacation/time off, educational assistance, and may also include infertility assistance, paid parental leave and adoption assistance. Specific eligibility criteria is set by the applicable Summary Plan Description, policy or guideline and benefits may vary by geographic region. If you have questions on what benefits apply to you, please speak to your recruiter. Additionally, everyone has individual work and personal needs. We seek to enable the best work environment that helps you and the business work together to produce superior results. Equal Opportunities Equal Opportunity Employer, including disability and protected veteran status. Except where prohibited by state law, some offers of employment are conditioned upon successfully passing a drug test. This employer uses E-Verify. Please click here for additional information. (For Illinois E-Verify information click here, aqui, or tu). #LI-JE2 #J-18808-Ljbffr

HR Business Partner, Cary Campus Location: Cary / McHenry, IL Reports to: Director, HR Business Partner, Beauty North America *This position does not qualify for international relocation.All candidates must be authorized to work in US and not require sponsorship. Who we are At Aptar, we use insights, design, engineering and science to create innovative packaging technologies that build brand value for our customers, and, in turn, make a meaningful difference in the lives, looks, health and homes of people around the world. Every day, Aptar creates "a-ha moments" for its customers and their consumers and patients by continually bringing innovations to market that convert non-dispensing packaging into breakthrough product-dispensing systems, including those that give people more effective ways to put on their favorite fragrance, kids the opportunity to pour ketchup without making a mess and patients connected technologies that help them more easily adhere to treatment. We have manufacturing facilities in North America, Europe, Asia and South America and over 13,000 dedicated employees in some 20 countries. You should work here because we: Attract and develop high performing people. Promote a diverse and inclusive work environment. Allow for failure by allowing people to make mistakes through an open and trusting environment. Invest in the development of employees through local, regional and global career opportunities. Contribute to the communities where we reside. What's new with Aptar We have an exciting position open in Aptar Beauty for a HR Business Partner in our McHenry, IL facility part of our Cary Campus. This position is responsible for partnering with local leadership at the Cary North and McHenry manufacturing locations in the execution of the business strategy and implementation of Aptar HR practices within the sites in accordance with local laws, regulations, policies and procedures. This is how your journey begins: Embodies role of the local organizational steward and model of Aptar culture and core values. Deploys the HR strategy within the assigned Site. Proactively supports Site Management, providing expertise and guidance on any People-related matter, across the employee life cycle. Supports additional key local business projects and initiatives from a People perspective. Drives and coordinates the application of the overall HR Agenda in the site and implementing the yearly HR calendar (activities such as Salary planning, LGS, OED, Performance Review, Objectives Setting, Talent Review) Deploys Aptar HR guidelines and tools developed by the Center of Expertise and Service Delivery and ensures that they meet business needs Ensures compliance with employment related laws and regulations, offering to business and Regional global HR BPs expertise and guidance on personnel matters according to local laws (i.e., disciplinary, terminations) Liaises with Regional and Global Center of Expertise as appropriate: Working with Talent and Learning on strategic people matters such as workforce planning, leadership development, talent acquisition, organization design, change management, succession planning. Collaborating with Talent Acquisition for key recruitment initiatives and employer branding. collaborating with Learning & Development to define future training and development needs and providing training to the business sites offered by HORIZON catalogue Delivers staffing solutions for local profiles, including temporary staff, relying on efficient partnerships with temporary work agencies and leveraging the support of Service Delivery where appropriate. Utilizes HR KPI's to understand level of service offered to business and drive actions as applicable. Acts as the employee advocate and change agent. Handles conflicts, fostering understanding, advancing ideas and inspiring trust. Will be nvolved in benefits administration activities that require local presence and knowledge. What you will bring on the journey Education Bachelor's or master's degree in a field related to human resources management, organizational studies or business management / administration Experience Minimum five years of HR experience as an HR Business Partner implementing HR policies, procedures, benefits, etc. Strong business acumen and knowledge of HR trends Expertise in the areas of legal and labor relations Previous manufacturing experience a plus (both plant locations are 24X7 facilities). Skills/Abilities Excellent communication skills Business advisor, critical thinker and analytical Proactive and results oriented Ability to manage multiple projects and priorities in a fast-paced environment What we offer: An exciting, diverse and value based working environment Award-winning corporate university offering personal development and training opportunities. Competitive base salary and performance-based bonus plan. Contribute to the communities where we reside. Be You. Be Aptar Aptar is an equal opportunities employer. We believe that a diverse workforce is key to our success. We welcome applications from all members of society irrespective of age, sex, disability, sexual orientation, race, religion or belief. #J-18808-Ljbffr

Join to apply for the HR Business Partner role at Endeavor Health Join to apply for the HR Business Partner role at Endeavor Health Get AI-powered advice on this job and more exclusive features. Hourly Pay Range $46.79 - $2.52 - The hourly pay rate offered is determined by a candidate's expertise and years of experience, among other factors. Hourly Pay Range 46.79 - 72.52 - The hourly pay rate offered is determined by a candidate's expertise and years of experience, among other factors. HR Business Partner The HR Business Partner (HRBP) serves as a strategic partner and consultant to leadership on Human Resources issues and people-management practices and policies. The HRBP balances business and employee needs by helping leaders understand how organizational changes impact employees and organizational objectives. The HRBP anticipates, assesses, and communicates HR needs between the HR department and management to seek integrated solutions. Position Highlights Position: HR Business Partner (HRBP) Location: Warrenville, IL Full Time/Part Time: Full Time Hours: Monday-Friday, during normal business hours Travel: Travel to various Endeavor Health locations will be required as needed What You Will Do With the broader HR team, is accountable for the execution of Endeavor’s HR strategy and serves as an HR advisor, providing counsel and partnership to leadership on all HR topics. The HR Business Partner serves as the main point of contact for leaders within their client group. Accountable for building solid relationships with business leaders, coaching leaders to optimize the full range of HR Services and actively facilitating those scenarios between business leaders and HR Center of Expertise (CoE) team members. Leads meetings with leaders and delivers HR guidance on a variety of topics including policy interpretation, HR best practice, employee relations issues, employee performance problems, hierarchy or restructuring changes, change management, organizational design, etc., to improve work relationships, build morale, and increase productivity and retention. Incumbent should be well versed in all of these principles. Functions as a bridge between the business and HR Centers of Expertise (CoE) delivering feedback, insights, and business perspective to ensure the HR programs stay pertinent and applicable to Endeavor’s goals. Responsible for identifying the HR impacts of business initiatives and proactively informing CoEs so appropriate resource planning can occur. Mutually supports the business and HR CoEs perspectives in all work. Identifies and facilitates required change management and communications strategies associated with business and HR strategies, assembling appropriate cross-functional teams to manage change and optimize experience. Accountable for supporting the delivery of all HR services. Must be knowledge and proficient in all processes, tools and programming to facilitate knowledge sharing and optimize user experience. Actively identifies gaps, consults with CoEs on solutions and actively support changes for continuous improvement. Accountable for analyzing trends, metrics, and organizational opportunities and, in partnership with CoEs, identifies actions and suggested solutions to solve people related business problems. Maintains in-depth knowledge of legal requirements and proactively addresses impacts to ensure compliance. May develop and regularly review policies and practices to ensure alignment across Endeavor Health. As a part of the broader HR team, is meaningfully involved in key HR projects that support the business or the advancement of HR. What You Will Need Education: Bachelor’s degree in Human Resources, Business or a related field, required Certification: SHRM-CP (Society for Human Resource Management-Certified Professional) or SHRM-SCP (Society for Human Resource Management-Senior Certified Professional), preferred Experience: 5+ years of relevant and progressive experience in Human Resources 2+ years in a Business HR facing role, preferred Unique or Preferred Skills: Strategic thinking Problem Solving Relationship building and management Critical Thinking Skills/A Questioning Attitude Trusted Advisor Balanced Advocate Analytical skills Strong written and verbal communication skills Benefits (For Full Time Or Part Time Positions) Career Pathways to Promote Professional Growth and Development Various Medical, Dental, Pet and Vision options Tuition Reimbursement Free Parking Wellness Program Savings Plan Health Savings Account Options Retirement Options with Company Match Paid Time Off and Holiday Pay Community Involvement Opportunities Endeavor Health is a fully integrated healthcare delivery system committed to providing access to quality, vibrant, community-connected care, serving an area of more than 4.2 million residents across six northeast Illinois counties. Our more than 25,000 team members and more than 6,000 physicians aim to deliver transformative patient experiences and expert care close to home across more than 300 ambulatory locations and eight acute care hospitals – Edward (Naperville), Elmhurst, Evanston, Glenbrook (Glenview), Highland Park, Northwest Community (Arlington Heights) Skokie and Swedish (Chicago) – all recognized as Magnet hospitals for nursing excellence. For more information, visit When you work for Endeavor Health, you will be part of an organization that encourages its employees to achieve career goals and maximize their professional potential. Please explore our website ( to better understand how Endeavor Health delivers on its mission to “help everyone in our communities be their best”. Endeavor Health is committed to working with and providing reasonable accommodation to individuals with disabilities. Please refer to the main career page for more information. Diversity, equity and inclusion is at the core of who we are; being there for our patients and each other with compassion, respect and empathy. We believe that our strength resides in our differences and in connecting our best to provide community-connected healthcare for all. EOE: Race/Color/Sex/Sexual Orientation/ Gender Identity/Religion/National Origin/Disability/Vets, VEVRRA Federal Contractor. Seniority level Seniority level Mid-Senior level Employment type Employment type Full-time Job function Job function Human Resources Industries Hospitals and Health Care Referrals increase your chances of interviewing at Endeavor Health by 2x Get notified about new Human Resources Business Partner jobs in Warrenville, IL . Rolling Meadows, IL $117,000 - $22 ,000 2 weeks ago Arlington Heights, IL 61.80 - 95.79 1 week ago Rosemont, IL 90,000.00 - 120,000.00 2 weeks ago Human Resources Business Partner - TRATON USA R&D Human Resources Business Partner - Charlotte, NC Oak Brook, IL 76,000.00 - 122,000.00 2 weeks ago Rosemont, IL 70,000.00 - 90,000.00 1 day ago Wood Dale, IL 112,000.00 - 160,000.00 2 weeks ago Head of HR Americas - Nutrition & Bioindustry BG Geneva, IL 197,790.00 - 267,700.00 2 weeks ago Mount Prospect, IL 160,000.00 - 180,000.00 2 weeks ago HR Business Partner (Bilingual in Spanish) Elk Grove Village, IL 75,000.00 - 95,000.00 1 week ago Westmont, IL 60,000.00 - 70,000.00 6 days ago Elk Grove Village, IL 45,800.00 - 93,000.00 4 days ago Director, Human Resources - Global Construction Services Addison, IL 130,720.00 - 179,740.00 6 days ago Senior Director of Human Resources Information Systems North Aurora, IL 70,000.00 - 80,000.00 1 week ago Hillside, IL 60,000 - 80,000 10 months ago Human Resources Manager – Regional Field Leadership Schaumburg, IL $9 ,000 - 97,000 3 weeks ago Streamwood, IL 90,000 - 120,000 3 weeks ago We’re unlocking community knowledge in a new way. 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Join to apply for the HR Business Partner role at Sterling Engineering 1 week ago Be among the first 25 applicants Join to apply for the HR Business Partner role at Sterling Engineering Get AI-powered advice on this job and more exclusive features. Title: HR Business Partner Location: Buffalo Grove, IL Hire Type: Direct Hire/Contract to Hire Salary: $100 - 120K yrly + Bonus Must have: Strong Employee Relations experience Misc: This role is 100% on-site Overview: Join a dynamic and people-focused organization as an HR Business Partner – Employee Relations, where you'll play a critical role in shaping a positive workplace culture. We're looking for a confident, solutions-driven HR professional who thrives in a fast-paced environment and is passionate about building strong partnerships across all levels of the organization. What You’ll Do: As the go-to expert for employee relations, you will: Serve as a strategic advisor and coach to managers and employees on a variety of employee relations issues, including conflict resolution, performance management, and policy interpretation. Investigate and resolve employee complaints and workplace concerns with fairness, consistency, and discretion. Analyze trends and metrics in partnership with the broader HR team to develop proactive solutions, programs, and training. Ensure compliance with federal, state, and local employment laws, maintaining up-to-date knowledge of HR regulations and best practices. Assist in developing and refining HR policies and procedures to support business objectives and employee engagement. What We’re Looking For: Bachelor’s degree in Human Resources, Business Administration, or a related field (required) 5+ years of progressive HR experience, with a strong emphasis on employee relations In-depth knowledge of employment laws and HR compliance practices Strong analytical and problem-solving abilities; comfortable handling complex employee issues independently 48438201 Seniority level Seniority level Mid-Senior level Employment type Employment type Full-time Job function Job function Human Resources Referrals increase your chances of interviewing at Sterling Engineering by 2x Get notified about new Human Resources Business Partner jobs in Buffalo Grove, IL . Greater Chicago Area $7,000.00- 87,000.00 1 week ago Greater Chicago Area 91,200.00- 105,000.00 1 week ago Greater Chicago Area 125,000.00- 165,000.00 4 days ago Associate Director, Business HR - U.S. Specialty Deerfield, IL 85,000.00- 105,000.00 3 days ago Rolling Meadows, IL 117,000.00- 228,000.00 2 weeks ago Rosemont, IL 90,000.00- 120,000.00 2 days ago Arlington Heights, IL 61.80- 95.79 2 weeks ago HR Director | Human Resources Director | Director of Human Resources Lisle, IL 100,000.00- 150,000.00 2 weeks ago Rosemont, IL 70,000.00- 90,000.00 4 days ago Northfield, IL 110,240.00- 165,360.00 2 weeks ago Human Resources Manager (Operations Business Unit) Wood Dale, IL 112,000.00- 160,000.00 3 weeks ago Lisle, IL 120,000.00- 150,000.00 1 week ago Business HR Manager, Business Technology Solutions North Chicago, IL 106,500.00- 202,500.00 2 weeks ago Mount Prospect, IL 160,000.00- 180,000.00 2 weeks ago Human Resources Business Partner - Charlotte, NC Oak Brook, IL 76,000.00- 122,000.00 2 days ago Human Resources Business Partner REMOTE with 50% TRAVEL HR Business Partner (Bilingual in Spanish) Elk Grove Village, IL 75,000.00- 95,000.00 2 weeks ago Cary, IL 85,000.00- 100,000.00 3 weeks ago Elk Grove Village, IL 45,800.00- 93,000.00 1 week ago Senior Business Partner, Workforce and Capacity Optimization Director, Human Resources - Global Construction Services Addison, IL 130,720.00- 179,740.00 1 week ago Westmont, IL 60,000.00- 70,000.00 1 week ago Senior Director of Human Resources Information Systems We’re unlocking community knowledge in a new way. Experts add insights directly into each article, started with the help of AI. #J-18808-Ljbffr