hr business partner

hr/business office manager Jobs in Chicago

hr/business office manager

hris manager

human resource business partner Jobs in Chicago

human resource business partner

human resources generalist, hr & od Jobs in Chicago

human resources generalist, hr & od

senior hr business partner

<div>Description
At CDW, we make it happen, together. Trust, connection, and commitment are at the heart of how we work together to deliver for our customers. It&rsquo;s why we&rsquo;re coworkers, not just employees. Coworkers who genuinely believe in supporting our customers and one another. We collectively forge our path forward with a level of commitment that speaks to who we are and where we&rsquo;re headed. We&rsquo;re proud to share our story and Make Amazing Happen at CDW.
Job Summary
The Sr Manager, HR Business Partner is an integral part of the Coworker Success (HR) organization as well as an indispensable strategic partner to the business unit it supports. As a Sr Manager, Business Partner, you are seen as a trusted advisor and an extension of the leadership team within your business client group. Business Leaders call on you to help think through their most difficult and strategic talent challenges. Simply put, Business Partners are the bridge between talent and strategy. 
In this role, you will have the chance to leverage your HR expertise across our organization, translating global programs into impactful local and business-oriented solutions. Senior leaders seek out your guidance on how to assess, motivate and reward their teams, as well as come to you as a trusted advisor and partner to link talent strategy to our business outcomes. You will also act as a peer leader and a HR subject matter expert. This role&rsquo;s success depends on the ability to build trusting and collaborative relationships with all areas of HR and the business units you support. 
The capability to influence leaders and navigate complexity is critical in this role, along with balancing day-to-day tasks while driving a long-term talent roadmap. In this role, you will serve as a talent advocate, cultural ambassador, innovator, and leadership consultant. 
 
What you'll do<ul><li>
Proactively engage with business leaders at the executive leadership to provide guidance and solutions based on experiential expertise and industry research.</li><li>
Proactively provide support and resources to new senior leaders, connecting regularly to offer key perspectives, guidance, and connections.</li><li>
Influence, navigate, lead, participate in, or support organizational change initiatives, ensuring smooth transitions and adoption of new strategies.</li><li>
Provide coaching and guidance to BP direct reports, peers, and/or mentees where applicable, fostering professional growth and development.</li><li>
Share best practices with the larger Business Partner (BP) team to enhance collective knowledge and strategy.</li><li>
Lead and oversee the development of organizational strategies, helping to execute and drive change adoption across the company.</li><li>
Anticipate coworker risk assessments, and lead or support the creation and execution of communication strategies to mitigate risks.</li><li>
Identify and prioritize the pipeline of project work, influencing stakeholders on timelines, outcomes, and the successful delivery of projects.</li><li>
Act as a workstream lead on enterprise projects, communicating risks and progress to project sponsors, and supporting necessary roadshows and materials preparation.</li><li>
Lead pre-work activities for organizational integrations, including talent assessment and organizational synergies, ensuring consistency in decision-making and communication.</li><li>
Lead and partner in organizational design conversations, leveraging experience to drive key decisions and oversee execution from a people management perspective.</li><li>
Identify and evaluate needs with business unit/functional leaders, providing input and guidance on job creation, talent management strategies, and succession planning.</li><li>
Guide teams on collaborating with appropriate resources/stakeholders, and lead or facilitate talent management strategies at the business unit and function level.</li><li>
Care for and model successful working relationships with Centers of Excellence (COE), acting as a partner to support successful execution of COE requests.</li><li>
Partner with COEs to enable leaders and coworkers with proper resources and contacts to complete successful programs, such as PMP, TRP, and Engagement Surveys.</li></ul>
What we expect of you<ul><li>
Bachelor&rsquo;s degree and 7 years&rsquo; experience in HR with increasing levels of scope and complexity OR</li><li>
Master&rsquo;s degree and 5 years&rsquo; experience in HR with increasing levels of scope and complexity OR</li><li>
11 years&rsquo; experience in HR with increasing levels of scope and complexity without a degree</li><li>
3 years experience in leadership</li><li>
Excellent verbal and written communication skills with the ability to communicate effectively and in a constructive, professional manner with stakeholders at all levels</li><li>
Proven track record of strong interpersonal skills and good judgment to manage sensitive and confidential matters</li><li>
Exceptional navigation through conflict resolution and problem-solving skills</li><li>
Exceptional business acumen, including thorough understanding of business dependencies and cross functional collaboration</li><li>
Project management skills</li><li>
Demonstrated ability to balance competing priorities/projects with the ability to adapt to the changing needs of the business while meeting deadlines and providing high quality work and service level</li><li>
Strong leadership skills with the ability to lead/influence a successful team or project</li><li>
Research and analyze information to make advanced employee relations decisions and recommendations</li><li>
Proficient in Microsoft Office applications</li><li>
Travel to CDW locations as needed</li></ul>
Pay range: $ 140,000 - $ 166,400 depending on experience and skill set 
Annual bonus target of 15% subject to terms and conditions of plan 
Benefits overview: https://cdw.benefit-info.com/ 
Salary ranges may be subject to geographic differentials
We make technology work so people can do great things.
CDW is a leading multi-brand provider of information technology solutions to business, government, education and healthcare customers in the United States, the United Kingdom and Canada. A Fortune 500 company and member of the S&amp;P 500 Index, CDW helps its customers to navigate an increasingly complex IT market and maximize return on their technology investments. Together, we unite. Together, we win. Together, we thrive.
CDW is an equal opportunity employer. All qualified applicants will receive consideration for employment without regards to race, color, religion, sex, sexual orientation, gender identity, national origin, disability status, protected veteran status or any other basis prohibited by state and local law.</div>

Sr Manager Business Partner

<div>Description
At CDW, we make it happen, together. Trust, connection, and commitment are at the heart of how we work together to deliver for our customers. It&rsquo;s why we&rsquo;re coworkers, not just employees. Coworkers who genuinely believe in supporting our customers and one another. We collectively forge our path forward with a level of commitment that speaks to who we are and where we&rsquo;re headed. We&rsquo;re proud to share our story and Make Amazing Happen at CDW.
Job Summary 
The Sr CWS (HR) Business Partner is an integral part of the Coworker Success (HR) organization as well as an indispensable strategic partner to the business unit it supports. As a Sr Business Partner, you are seen as a trusted advisor and an extension of the leadership team within your business client group. Business Leaders call on you to help think through their most difficult and strategic talent challenges. Simply put, Business Partners are the bridge between talent and strategy. 
In this role, you will have the chance to leverage your HR expertise across our organization, translating global programs into impactful local and business oriented solutions. Senior leaders seek out your guidance on how to assess, motivate and reward their teams, as well as come to you as a trusted advisor and partner to link talent strategy to our business outcomes. You will also act as a peer leader and a CWS subject matter expert. This role&rsquo;s success depends on the ability to build trusting and collaborative relationships with all areas of CWS and the business units you support. 
The capability to influence leaders and navigate complexity is critical in this role, along with balancing day-to-day tasks while executing a long-term talent roadmap. In this role, you will serve as a talent advocate, cultural ambassador, , innovator and leadership consultant. 
 
What you will do<ul><li>
Proactively engage and consult with business leaders to provide relevant, credible guidance to build talent solutions to drive business outcomes.</li><li>
Proactively provide support and resources to current and new senior leaders. Connect regularly with new leaders to provide key perspective, guidance, and connections to enable their success.</li><li>
Recommend solutions, participate and support organization change initiatives. Provide strategy recommendations, help execute and drive change adoption.</li><li>
Anticipate coworker risk assessments, recommend collateral and comms plan creation, own delivery &amp; execution, &amp; maintenance/continuation.</li><li>
Collaborate with leaders to assess talent and org synergies. Execute on integration steps.</li><li>
Participate in and act as stakeholder in organizational design conversations with the business, provide recommendations and help execute from a people standpoint.</li><li>
Evaluate needs with functional leaders, provide input and perspective based on expertise to navigate and guide job creation.</li><li>
Knows when and how to pull in the appropriate resources/stakeholders.</li><li>
Identify, create, and facilitate talent management strategies at the function level.</li><li>
Collaborate and advise on succession/workforce planning conversations and tactical execution.</li><li>
Build and care for successful working relationships with Centers of Excellence (COE). Provide base level guidance and introductions to COE stakeholders as relevant to director+. Act as partner and support successful execution of COE requests. Identify strategic support needed for key initiatives within the business (i.e. training on PIPs, compensation modeling, etc.). Support and facilitate packaging of feedback and resolution between the business and COEs.</li><li>
Partner with COEs to enable leaders &amp; coworkers with proper resources &amp; contacts to complete successful programs, such as Performance and Talent Reviews, Engagement Surveys, and other HR-led initiatives/programs. Serve as point of contact/lead liaison for assigned key cyclical initiatives by leadership. Drive engagement where appropriate of key strategic programs as assigned or outlined by leadership.</li></ul> 
 
What we expect of you<ul><li>
Bachelor&rsquo;s degree and 5 years&rsquo; experience in HR with increasing levels of scope and complexity OR</li><li>
Master&rsquo;s degree and 3 years&rsquo; experience in HR with increasing levels of scope and complexity OR</li><li>
9 years&rsquo; experience in HR with increasing levels of scope and complexity without a degree</li><li>
Experience working closely alongside, influencing, and supporting senior leaders in an organization</li><li>
Demonstrated ability to effectively coach and guide senior leaders on complex talent strategies and needs</li><li>
Excellent verbal and written communication skills with the ability to communicate effectively and in a constructive, professional manner with stakeholders at all levels</li><li>
Proven track record of strong interpersonal skills and good judgment to manage sensitive and confidential matters</li><li>
Exceptional navigation through conflict resolution and problem-solving skills</li><li>
Demonstrated business acumen, including thorough understanding of business dependencies and cross functional collaboration</li><li>
Project management skills</li><li>
Demonstrated ability to balance competing priorities/projects with the ability to adapt to the changing needs of the business while meeting deadlines and providing high quality work and service level</li><li>
Strong leadership skills with the ability to lead/influence a successful team or project</li><li>
Research and analyze information to make advanced employee relations decisions and recommendations</li><li>
Proficient in Microsoft Office applications</li><li>
Travel to CDW locations as needed</li></ul>
Pay range: $ 88,000 - $ 122,400 depending on experience and skill set 
Annual bonus target of 5% subject to terms and conditions of plan 
Benefits overview: https://cdw.benefit-info.com/ 
Salary ranges may be subject to geographic differentials
We make technology work so people can do great things.
CDW is a leading multi-brand provider of information technology solutions to business, government, education and healthcare customers in the United States, the United Kingdom and Canada. A Fortune 500 company and member of the S&amp;P 500 Index, CDW helps its customers to navigate an increasingly complex IT market and maximize return on their technology investments. Together, we unite. Together, we win. Together, we thrive.
CDW is an equal opportunity employer. All qualified applicants will receive consideration for employment without regards to race, color, religion, sex, sexual orientation, gender identity, national origin, disability status, protected veteran status or any other basis prohibited by state and local law.</div>

Sr HR Business Partner, Integrated Technology

HERTZ

<div>A Day in the Life:
Hertz is looking for a dynamic and agile HR Business Partner (HRBP) to join our team in Chicago, IL, Cincinatti, OH, Detroit, MI, or Indianapolis, IN! The HR Business Partner is responsible for driving and supporting human capital strategy and high-value HR processes aligned to overall business strategy.
Company car provided for work and personal use
The salary range for this position is $70,000 - $85,000.
What You'll Do:
<ul><li>Provide timely, effective and direct coaching to client group managers, assisting in the development of strong, contemporary leadership skills.
</li><li>Provide strategic coaching to business leaders and key talent related to succession planning, career path development, and performance management.
</li><li>Ensure consistent discipline practices and legal compliance.
</li><li>Guide, train and direct leaders on the execution of HR policies and processes to ensure appropriate legal and corporate compliance.
</li><li>Employee Relations: Provide HR consulting expertise to all levels of management and employees. Consults with employees and managers to address root causes of issues and resolve through a systematic and analytical approach, including investigations.
</li><li>Identify and recommend training &amp; development for the business unit(s) and assist in developing programs that enhance the skillset of employees.
</li><li>Help to continue to drive a safety focused culture within Hertz.
</li><li>Identify any compensation issues and recommend solutions.
</li><li>Identify problems central to business strategy and forecast potential obstacles to success.
</li><li>Act as an organizational &amp; simplification champion coach who builds organizational capabilities, reduces complexity and partners with clients to maximize team performance.
</li><li>Strategically partner with client managers to design and implement the most effective global organizational structures and manage transitions.
</li><li>Lead leadership assessment in the organization, identifying key employee strengths and development needs in order to recognize, select, retain and develop key talent.
</li><li>Lead succession planning and talent development strategies for the organization, identifying critical roles and preparing potential talent and pipelines mentoring, training, etc.
</li><li>Partner with HR team to ensure high quality implementation of critical HR operating rhythms such as Hertz Organization &amp; Talent Reviews, compensation planning and performance management, leveraging assistance as appropriate.
</li><li>Develop and oversee strategies to attract, develop, engage and retain strong and diverse talent and help to drive improvement based on feedback from the annual employee voice survey.
</li><li>Work with leaders and employees to create a positive and contemporary work environment.
</li><li>Provide HR team with appropriate coaching, mentoring and development opportunities including exposure to HR Business Partner skills and experiences.
</li>Ensure continual performance improvement within the corporate functions, driving processes to facilitate improvement. 
<li>
</li></ul>What We're Looking For:
<ul><li>Bachelor&rsquo;s Degree or equivalent HR Experience
</li><li>PHR/SPHR Certification Preferred
</li><li>2-4 years' experience in an HR Generalist role
</li><li>Cross functional HR knowledge
</li><li>Business Acumen and knowledge
</li><li>Working Knowledge of Employment Laws
</li><li>Strong Leadership Skills
</li><li>Strong People Management
</li><li>Excellent Verbal and Written Communication Skills
</li><li>Financial Management skills
</li><li>Detail Oriented
</li><li>Strong organizational and prioritization skills
</li><li>Strategic mindset with strong business acumen resulting in the ability to connect dots and drive HR agenda with proactive thought leadership
</li><li>Demonstrated experience in making sound strategic HR decisions &amp; assessing executive leadership talent
</li><li>Strong presence, seen as influential &amp; respected by leadership
</li><li>Ability to work in changing environments, see through complexity and strategically promote an inclusive / diverse workforce
</li><li>Confidence to voice opinions &amp; ideas and willingness to deliver tough feedback / coaching to leadership
</li><li>Strong analytical and problem-solving skills; ability to assess situations make judgments based on practice or previous experience
</li><li>Excellent collaboration, project management, organizational and change agent skills
</li>Ability to energize and lead in complex, matrix, goal-driven organizations 
<li>
</li></ul>What You&rsquo;ll Get:
<ul><li>Up to 40% off the base rate of any standard Hertz rental
</li><li>Paid Time Off
</li><li>Medical, Dental &amp; Vision plan options
</li><li>Retirement programs, including 401(k) employer matching
</li><li>Paid Parental Leave &amp; Adoption Assistance
</li><li>Employee Assistance Program for employees &amp; family
</li><li>Educational Reimbursement &amp; Discounts
</li><li>Voluntary Insurance Programs - Pet, Legal/Identity Theft, Critical Illness
</li><li>Perks &amp; Discounts &ndash;Theme Park Tickets, Gym Discounts &amp; more</li></ul></div>
 <div></div>
 <div></div>
 <div>The Hertz Corporation operates the Hertz, Dollar Car Rental, Thrifty Car Rental brands in approximately 9,700 corporate and franchisee locations throughout North America, Europe, The Caribbean, Latin America, Africa, the Middle East, Asia, Australia and New Zealand. The Hertz Corporation is one of the largest worldwide airport general use vehicle rental companies, and the Hertz brand is one of the most recognized in the world.
<div></div><div>US EEO STATEMENT
<div>At Hertz, we champion and celebrate a culture of diversity and inclusion. We take affirmative steps to promote employment and advancement opportunities. The endless variety of perspectives, experiences, skills and talents that our employees invest in their work every day represent a significant part of our culture &ndash; and our success and reputation as a company.
</div><div>Individuals are encouraged to apply for positions because of the characteristics that make them unique.
</div><div>EOE, including disability/veteran</div></div></div>

HR Business Partner

Nexxen

<div><div>Who is Nexxen? 
Flexible advertising, unified by data. Nexxen empowers advertisers, agencies, publishers and broadcasters around the world to utilize data and advanced TV in the ways that are most meaningful to them. Our flexible and unified technology stack comprises a demand-side platform (&quot;DSP&quot;) and supply-side platform (&quot;SSP&quot;), with the Nexxen Data Platform at its core.

Why join the Nexxen team? 
With a global footprint, you can be part of a team that is transforming advertising through our creative, flexible and unified solutions. Employees hustle, commit and dedicate themselves to pillars that make up the Nexxen Way &ndash; the 3Cs - Customer Centric, Curious Mindset, Collaborative with No Ego.

Important Notice from Nexxen: Your Safety Matters

At Nexxen, we care about the well-being of our current and future employees. We are aware of the growing number of online scams and fraudulent job postings, and we urge all job seekers to remain vigilant. Please be advised that Nexxen will never request payment (whether in cash, cryptocurrency, or any other form) as a condition of employment, offer positions that require you to invest in vague or dubious financial schemes, or promote roles that resemble get-rich-quick opportunities. If you receive a suspicious message claiming to be from Nexxen or encounter a questionable job posting associated with our name, please contact us at infosec@nexxen.com to verify its legitimacy. Your trust is important to us. Stay safe and informed.</div>
Position Overview:

Join Nexxen as a dynamic HR Business Partner and be a pivotal part of our journey in the dynamic AdTech market. As an integral member of our team, you will collaborate closely with leaders and employees, contributing to the development and implementation of HR strategies that directly impact our business objectives and foster an empowering workplace environment. The HR Business Partner is responsible for solving organizational challenges through people-related solutions. You'll partner with a cross-functional group of subject-matter experts to design and execute strategies for how we staff, onboard, develop, motivate, retain, and organize work. You'll also have the opportunity to collaborate internally on a variety of people-related areas. In this role, you will create and refine existing programs that support Nexxen people managers and individual contributors. You will report to the Vice President, People based in NYC.

What You'll Do:
<ul><li>Build relationships with business leaders to offer thought leadership on organizational and people-related strategy and execution within the office and with assigned client groups.</li></ul>
<ul><li>Use and request data strategically. Identify and surface trends in both qualitative and quantitative data to help improve organizational health, understand when data will assist in making smart, informed decisions, and interpret complex analyses and tie analyses back to business priorities.</li></ul>
<ul><li>Solve problems and get to the root cause of any issue. Design and quickly implement solutions that cut across multiple disciplines, even those beyond people and organizational solutions.</li></ul>
<ul><li>Provide expertise in the following areas: career planning, performance management, coaching, data analysis, compensation and rewards, employee relations, learning and development, recognition programs, and strategic development.</li></ul>
<ul><li>Provide support in all areas of HR and to all levels of Nexxen employees, ensuring white glove customer service.</li></ul>
<ul><li>Drive all cyclical processes within your business areas, maintaining global consistency with other regional business partners.</li></ul>
<ul><li>Build knowledge of best practices and regulatory changes in HR and employment law for business area and jurisdiction.</li></ul>
<ul><li>Oversees employee disciplinary meetings, terminations, and investigations. Conducting end to end internal investigations; prepare thorough summation of findings and recommendations on outcomes.</li></ul>
<ul><li>Maintain compliance with federal, state, and local employment laws and regulations, and recommend best practices; review policies and practices to maintain compliance.</li></ul>
<ul><li>Maintain knowledge of trends, best practices, regulatory changes, and new technologies in human resources, and employment law.</li></ul>
<ul><li>Work closely and build strong partnerships with internal HR stakeholders.</li></ul> 


What will I bring?
<ul><li>A minimum of 3 years of progressive HR Business Partner experience.</li></ul>
<ul><li>Extensive experience in handling employee relation issues within North America.</li></ul>
<ul><li>Experience in owning, driving and executing HR projects and strategic initiatives.</li></ul>
<ul><li>Experience in creating departmental business plans and overseeing the success of them in partnership with the business.</li></ul>
<ul><li>Able to interact effectively and professionally with all levels of personnel, including leadership.</li></ul>
<ul><li>Ability to manage multiple, shifting priorities in a high-demand, fast-paced environment and prioritize, plan and execute on complicated assignments in a timely and efficient manner.</li></ul>
<ul><li>Ability to function independently as well as work within a team.</li></ul>
<ul><li>Ability to exercise appropriate judgment, confidentiality, and discretion.</li></ul>
<ul><li>Excellent oral and written communication, presentation skills.</li></ul>
<ul><li>Excellent interpersonal and organizational skills.</li></ul>
<ul><li>Must be highly proficient in Microsoft Office Suite (Excel, PowerPoint, Word, Outlook, etc.).</li></ul> 


Preferred Qualifications:
<ul><li>Enthusiastic, courteous, reliable, adaptable, and flexible.</li></ul>
<ul><li>Self-directed and detail oriented, with strong analytical, problem solving and creative thinking skills.</li></ul>
<ul><li>Experience in partnering with Operations, Product and Technology business areas with Advertising Technology.</li></ul>
<ul><li>Bachelor's degree in psychology, business administration, communications, or related field.</li></ul>

At Nexxen, we value our differences, varied experiences, and collective contribution. We know that not everyone takes the same career path, so if you don't match this job description perfectly, don't worry! We would rather see your application than risk missing out on your potential to make an impact.

In support of pay transparency and equity, the minimum and maximum full-time annual base salary for this role within Chicago is $95,000-110,000 at the time of posting. While this is our reasonable expectation this is not a guarantee of compensation or salary, actual compensation is influenced by a wide range of factors including but not limited to skill set, level of experience, education, certifications, responsibility, and geographic location. Candidates hired to work in other locations will be subject to the pay range associated with that location. We offer a variety of benefits including medical, dental, vision, disability insurance, 401(k), EAP, parental leave, unlimited vacation, and company-paid holidays. The specific programs and options available will vary depending on the state, start date, and employment type. Our Talent Acquisition team will be happy to answer any questions you may have.

#HYBRID

#LI-BO1<div>
For information about how we handle your personal information please view our Applicant and Candidate Privacy Notice</div></div>

Human Resource Business Partner

Hyatt

<div><div>Summary<div>
The Opportunity
Hyatt Hotels Corporation seeks an enthusiastic Manager, HR Business Partner to join our Corporate Human Resources team. In this role, you will be closely collaborating with the Corporate HR team, Compensation and Benefits team, and Talent Acquisition team, where you&rsquo;ll be instrumental in continuing to make Hyatt a leading hospitality company. You will be part of a team that is passionate about our purpose, committed to nurturing curiosity and new skills, and building connections across the organization with our colleagues.
Who We Are
At Hyatt, we believe in the power of belonging and creating a culture of care, where our colleagues become family. Since 1957, our colleagues and our guests have been at the heart of our business and helped Hyatt become one of the best, and fastest growing hospitality brands in the world. Our transformative growth and the addition of new hotels, brands and business lines can open the door for exciting career and growth opportunities to our colleagues.
As we continue to grow, we never lose sight of what&rsquo;s most important: People. We turn trips into journeys, encounters into experiences and jobs into careers.
Why Now?
This is an exciting time to be at Hyatt. We are growing rapidly and are looking for passionate changemakers to be a part of our journey. The hospitality industry is resilient and continues to offer dynamic opportunities for upward mobility, and Hyatt is no exception.
How We Care for Our People
What sets us apart is our purpose&mdash;to care for people so they can be their best. Every business decision is made through the lens of our purpose, and it informs how we have and will continue to support each other as members of the Hyatt family. Our care for our colleagues is the key to our success. We&rsquo;re proud to have earned a place on Fortune&rsquo;s prestigious 100 Best Companies to Work For&reg; list for the last ten years. This recognition is a testament to the tremendous way our Hyatt family continues to come together to care for one another, our commitment to a culture of inclusivity, empathy and respect, and making sure everyone feels like they belong.
We&rsquo;re proud to offer exceptional corporate benefits which include:<ul><li>
Annual allotment of free hotel stays at Hyatt hotels globally</li><li>
Flexible work schedule</li><li>
Work-life benefits including wellbeing initiatives such as a complimentary Headspace subscription, and a discount at the on-site fitness center</li><li>
A global family assistance policy with paid time off following the birth or adoption of a child as well as financial assistance for adoption</li><li>
Paid Time Off, Medical, Dental, Vision, 401K with company match 
Who You Are</li></ul>
As our ideal candidate, you understand the power and purpose of our culture of care, and embody our core values of Empathy, Inclusion, Integrity, Experimentation, Respect and Wellbeing. You enjoy working with others, are results driven and are looking for a variety of opportunities to develop personally and professionally.
________________________________________
The Role
The Corporate Manager, Human Resources Business Partner will serve as a trusted partner to leaders and colleagues, supporting both the tactical execution of HR programs and the strategic initiatives that shape our culture and workforce. This role will be responsible for helping to develop and maintain a high performing and engaging workforce through partnering with corporate leaders to drive the execution of key HR processes and practices &ndash; talent reviews, colleague engagement, compensation planning, performance management, employee relations, workforce planning and coaching leaders and executives- while driving continuous improvements, operational efficacy and long-term talent strategies.<ul><li>
Talent Acquisition &amp; Onboarding: Support recruitment strategies, facilitate new hire orientation, and ensure a seamless onboarding experience for colleague.</li><li>
Employee Relations &amp; Engagement: Act as a trusted advisor to managers and colleagues, addressing concerns with fairness and confidentiality, while promoting engagement, recognition, and inclusion.</li><li>
Performance &amp; Talent Management: Lead talent reviews and succession planning cycles. Provide coaching to managers on goal setting and colleague development.</li><li>
Compensation &amp; Total Rewards: Partner with leadership and the compensation team to manage annual compensation planning, salary reviews, and equity adjustments to ensure market competitiveness and internal equity.</li><li>
Process Improvement &amp; Efficiencies: Evaluate HR processes and implement improvements that create efficiencies, leverage technology, and enhance the colleague experience.</li><li>
Strategic Partnership: Collaborate with leadership to align HR strategy with business goals, bringing a data-driven and strategic lens to decision-making.</li><li>
Learning &amp; Development: Support leadership training and career development programs to strengthen organizational capability.</li></ul></div></div><div>
Qualifications<div>
Experience Required:<ul><li>
A minimum of 7 years of HR experience:<ul><li>
At least 2 years of experience as a HR manager, HRBP in a corporate environment.</li><li>
At least 3 years of experience as an HR Generalist in a corporate environment preferred.</li></ul></li><li>
Experience executing strategic human resources practices: talent management, employee relations, compensation planning, performance management, engagement, change management and learning and development.</li><li>
Experience in managing colleague engagement surveys and action plan</li><li>
Experience supporting corporate and/or global teams.</li><li>
Knowledge of HR legal requirements, compliance, and employment regulations.</li></ul>
Experience Preferred:
Education<ul><li>
Bachelor&rsquo;s degree in human resources, Business, or other related discipline.</li><li>
Master&rsquo;s degree a plus.</li><li>
PHR or SPHR preferred.</li></ul>
Certificates, Licenses, Registrations<ul><li>
Proficient with Microsoft Office Suite applications including Word, Excel, PowerPoint, Outlook and HRIS (ADP preferred).</li></ul>
Computer Skills<ul><li>
Proficient with Microsoft Office Suite applications including Word, Excel, PowerPoint, Outlook and HRIS (ADP preferred).</li></ul>
The position responsibilities outlined above are in no way to be construed as all encompassing. Other duties, responsibilities, and qualifications may be required and/or assigned as necessary.
________________________________________
We welcome you:
Research shows that individuals tend to apply to jobs, only if they meet all the listed job qualifications. Unsure if you check every box, but feeling inspired to enhance your career? Apply. We&rsquo;d love to consider your unique experiences and how you could make Hyatt even better.
The salary range for this position is $95,500 - $124,000. This position is also eligible to earn an annual bonus. The final pay rate/salary offered to the successful candidate will depend on experience, skill level and other qualifications for the role, as well as the location of the performance of work. Pay for the successful candidate will meet local requirements, including the local minimum wage rate.
We value our relationships with recruitment partners and require that agencies contact us first before submitting any candidates. Hyatt will not be responsible for any fees and obligations associated with unsolicited submissions unless a formal agreement is in place.</div></div></div>

MANAGER HR BUSINESS PARTNER (HYBRID OPPORTUNITY)

Tapestry 360 Health

<div>Summary: The Senior Human Resources Generalist leads and supports complex HR functions including employee and labor relations, recruitment strategy, benefits and leave administration, compliance, and training. This position acts as a trusted advisor to managers and staff, providing guidance on HR policy interpretation, investigations, and performance management. The Senior Generalist partners with leadership to implement HR initiatives that foster engagement, equity, and organizational effectiveness.
Essential Duties and Responsibilities:
Recruitment and Onboarding<ul><li>
Partner with hiring managers to post positions, screen candidates, and coordinate interviews.</li><li>
Manage the pre-employment process including background checks, credentialing, and onboarding.</li><li>
Conduct new employee orientations and ensure a smooth onboarding experience.</li><li>
Develop workforce planning strategies in collaboration with leadership to align recruitment with organizational goals.</li><li>
Oversee complex or high-level recruitments and support hiring decisions for senior or clinical roles.</li></ul>
Employee &amp; Labor Relations<ul><li>
Lead and conduct employee relations investigations, provide expert consultation to managers on disciplinary actions, and coach supervisors on progressive discipline and performance management best practices.</li><li>
Serve as HR liaison for union negotiations preparation and contract interpretation.</li><li>
Work closely with union stewards on matters related to salary determinations and compliance with collective bargaining agreements.</li><li>
Support a culture of respect, inclusion, and open communication across both union and non-union teams.</li><li>
Collaborate with Employee Resource Groups (ERGs) to strengthen workplace culture, promote inclusion, and advance employee engagement initiatives.</li></ul>
HR Operations &amp; Compliance<ul><li>
Maintain accurate employee records and ensure compliance with federal, state, and local labor laws.</li><li>
Lead HR compliance audits and partner with leadership to ensure readiness for HRSA, Joint Commission and OSHA reviews.</li><li>
Track and report key HR metrics such as turnover, FMLA usage, and employee engagement trends.</li><li>
Oversee HR data integrity, analytics, and reporting to support data-driven decision-making.</li><li>
Identify process improvements to enhance HR operational efficiency.</li></ul>
Benefits &amp; Leave Administration<ul><li>
Respond to employee inquiries about benefits, FMLA, and leave policies.</li><li>
Collaborate with payroll and benefits vendors to ensure accurate and timely processing.</li><li>
Support open enrollment and employee benefits education.</li><li>
Oversee complex leave cases (ADA, FMLA, workers compensation, and overlapping leave scenarios) and analyze benefit utilization trends for improvement opportunities.</li></ul>
Training &amp; Development<ul><li>
Coordinate staff training sessions and track compliance with required trainings (e.g., HIPAA, DEI, harassment prevention).</li><li>
Support the rollout of performance management processes and employee development initiatives.</li><li>
Partner with the Director of People &amp; Culture to develop and deliver training modules on leadership, employee relations, and compliance topics.</li><li>
Support succession planning and career pathway initiatives for staff.</li></ul>
Other Duties<ul><li>
Perform other related duties as assigned to support the HR department and organizational goals.</li><li>
Provide coverage for department leadership as needed.</li></ul>
Qualifications:
Education:<ul><li>
Bachelor&rsquo;s degree in Human Resources, Business Administration, or related field required.</li><li>
Master&rsquo;s degree preferred.</li></ul>
Experience:<ul><li>
5-7 years of HR generalist experience, preferably in healthcare or nonprofit settings.</li><li>
Experience working in a unionized environment and collaborating with union stewards strongly preferred.</li><li>
Experience in employee relations, investigations, and advising managers at all levels.</li><li>
Experience in healthcare, FQHC, or other regulated environments preferred.</li></ul>
Skills &amp; Certification:<ul><li>
Knowledge of HR best practices.</li><li>
Strong interpersonal and communication skills with the ability to build trust and navigate sensitive issues.</li><li>
Strong analytical and problem-solving skills with the ability to manage complex, sensitive, and confidential issues.</li><li>
Experience with HRIS systems and Microsoft Office Suite</li><li>
PHR or SHRM-CP required; SHRM-SCP or SPHR preferred.</li></ul>
Salary and Benefits:<ul><li>
Compensation: The annual salary range for this position is $60,000 - $85,000 based on experience and qualifications.</li><li>
Benefits: Tapestry 360 Health offers a comprehensive benefits package, including health insurance, dental insurance, retirement savings plans, paid time off, and continuing education support.</li></ul>
Tapestry 360 Health is committed to equitable and transparent pay practices. In accordance with the Illinois Pay Transparency Act, we are disclosing the full salary range for this position. This range represents the potential compensation for the role based on experience, tenure, and performance over time.
Most new employees can expect an initial offer within the lower portion of the range, reflecting factors such as prior experience, internal equity, and organizational budget. Salary progression is evaluated regularly to support professional growth and retention.</div>

Senior Generalist, Human Resources

Synchrony

<div>Job Description:
Role Summary/Purpose:
As the VP, HR and Learning &ndash; Credit you&rsquo;ll partner with leaders and client groups to help drive HR initiatives, support change management, advocate for employees, and design, implement, and manage innovative and scalable Credit learning plans. You&rsquo;ll also design and implement career development programs that drive employee growth, enhance skills, increase employe engagement, and support the organization&rsquo;s goals.
You will collaborate with stakeholders to foster high-performance teams, an inclusive culture, and a positive employee experience. This role will partner across the Credit function and HR to align learning initiatives with functional goals and employee development needs, promote a culture of continuous learning, and foster career progression for employees. This role will assess the effectiveness of learning and career development programs by leveraging data to improve outcomes.
The VP of HR and Learning for Credit reports to the SVP of HR for Credit, Internal Audit, and Health and Wellness and plays a key role on HR team engagement across these business areas, including best practice sharing, project management, and ownership of employee communications.
Our Way of Working
We&rsquo;re proud to offer you choice and flexibility. At Synchrony, our way of working allows you to have the option to work from home, near one of our Hubs or come into one of our offices. Occasionally you may be required to commute to our nearest office for in person engagement activities such as business or team meetings, training and culture events.
Essential Responsibilities:<ul><li>
Provide HR business support to a subset of the Credit team through thought partnership and coaching to all levels of the organization.</li><li>
Partner with senior leaders and people leaders to provide strategic direction, creative solutions and execution of deliverables related to staffing and retention, succession management, talent development, employee relations, resource planning, compensation and benefits, and performance management.</li><li>
Develop, execute and gauge effectiveness of overall Credit Learning, Career Development, and employee engagement strategy in partnership with the Credit HR team and Credit Leadership team, aligned to functional goals.</li><li>
Become the Credit feedback &ldquo;expert&rdquo; by diving into surveys and listening sessions to assess the effectiveness of our initiatives and leverage those results to inform Credit</li><li>
learning and career development action plans and programming.</li><li>
Create and facilitate quarterly learning curriculum (in person and virtual options) for managers of people. Facilitate sessions that allow for education, best practice sharing, and mentorship across experience levels.</li><li>
Create a calendar and understand/track effectiveness of learning and career development activities including but not limited to Quarterly Town Halls, Hub visits, People Growth and Development Updates, Get2Know Sessions, etc.</li><li>
Partner with India HR on all people related activities to support global alignment around Credit programming, learning and career development initiatives for the function.</li><li>
Work with external staffing organizations to identify and recruit key talent and to foster a qualified candidate pipeline.</li><li>
Develop, lead and evolve Credit engagement programs (e.g. Credit Talent and Engagement team), including overall budget, and support initiatives that drive Hub and Virtual team engagement.</li><li>
Create, evolve, and lead Credit global career development programs (e.g., the Job Exchange program) to promote career development and cross training opportunities. This includes communication, promotion and assessing the effectiveness of opportunities and programs.</li><li>
Lead annual skills assessments, partnering with the Synchrony Learning Center of Excellence to track learning plan completion and skill gaps.</li><li>
Support Credit talent reviews and succession planning processes and design competency frameworks and career paths to support professional growth.</li><li>
Establish metrics to measure the impact of learning and career development programs.</li><li>
Assist in managing the Credit Business Leadership Program (BLP), including but not limited to the summer internship, alumni programming, assessment of assignment leaders, etc., supporting the BLP&rsquo;s on-going career development and growth, and continuing to enhance the Credit program and experience.</li><li>
Support communications and project management of HR lifecycle programs, including performance management, employee engagement, and career development across the HR teams for Credit, Internal Audit, and the Health and Wellness Platform.</li><li>
Support other projects and programs as needed.</li></ul>
Qualifications/Requirements:<ul><li>
Bachelor's degree OR in lieu of degree, a high school diploma and 8+ years of HR experience</li><li>
5+ years of proven HR Generalist experience in Human Resources or related experience.</li><li>
5+ years of learning and development, career development, or organizational development</li></ul>
Desired Characteristics:<ul><li>
Strong knowledge of adult learning principles, instructional design, and career frameworks</li><li>
Ability to work efficiently and communicate effectively across all levels and functions</li><li>
Problem solving and innovative thinking skills</li><li>
Excellent communication, project management and interpersonal skills Ability to build relationships and exert influence across a broad range of internal and external constituencies</li><li>
Demonstrated strength in coaching, employee relations and conflict resolution Desired Characteristics:</li><li>
Ability to analyze data and translate insights into actionable strategies</li><li>
Experience working with remote/virtual teams</li><li>
Strong influence and change management skills Demonstrated ability to drive HR processes and to deliver high quality HR services in a fast paced, high change environment</li><li>
 Familiarity with Agile learning practices and changes management principles</li></ul>
Grade/Level: 12 
The salary range for this position is 110,000.00 - 185,000.00 USD Annual and is eligible for an annual bonus based on individual and company performance.
Actual compensation offered within the posted salary range will be based upon work experience, skill level or knowledge.
Salaries are adjusted according to market in CA, NY Metro and Seattle.
Eligibility Requirements:<ul><li>
You must be 18 years or older</li><li>
You must have a high school diploma or equivalent</li><li>
You must be willing to take a drug test, submit to a background investigation and submit fingerprints as part of the onboarding process</li><li>
You must be able to satisfy the requirements of Section 19 of the Federal Deposit Insurance Act.</li><li>
New hires (Level 4-7) must have 9 months of continuous service with the company before they are eligible to post on other roles. Once this new hire time in position requirement is met, the associate will have a minimum 6 months&rsquo; time in position before they can post for future non-exempt roles. Employees, level 8 or greater, must have at least 18 months&rsquo; time in position before they can post. All internal employees must consistently meet performance expectations and have approval from your manager to post (or the approval of your manager and HR if you don&rsquo;t meet the time in position or performance expectations).</li></ul>
Legal authorization to work in the U.S. is required. We will not sponsor individuals for employment visas, now or in the future, for this job opening. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or veteran status.
Our Commitment:
When you join us, you&rsquo;ll be part of an inclusive culture where your individual skills, experience, and voice are not only heard &ndash; but valued. Together, we&rsquo;re building a future where we can all belong, connect, and turn ideals into action. More than 50% of our workforce is engaged in our Employee Resource Groups (ERGs), where community and passion intersect to offer a safe space to learn and grow. 
This starts when you choose to apply for a role at Synchrony. We ensure all qualified applicants will receive consideration for employment without regard to age, race, color, religion, gender, sexual orientation, gender identity, national origin, disability, or veteran status. We&rsquo;re proud to have an award-winning culture for all.
Reasonable Accommodation Notice:
<ul><li>Federal law requires employers to provide reasonable accommodation to qualified individuals with disabilities. Please tell us if you require a reasonable accommodation to apply for a job or to perform your job. Examples of reasonable accommodation include making a change to the application process or work procedures, providing documents in an alternate format, using a sign language interpreter, or using specialized equipment.</li><li>
If you need special accommodations, please call our Career Support Line so that we can discuss your specific situation. We can be reached at 1-866-301-5627. Representatives are available from 8am &ndash; 5pm Monday to Friday, Central Standard Time</li></ul>
Job Family Group:
Human Resources</div>

VP, Human Resources and Learning - Credit

Explore 286+ Senior hr business partner in Chicago this October. Find roles across top companies and apply now to boost your career.