Human Resources Manager

Job Description

Human Resources Manager

\n

Company Overview

\n

\n
• Our client is an established boutique professional services firm with a long-standing presence in the Chicago market. The organization provides highly specialized advisory services to a sophisticated client base and combines deep technical expertise with the personalized environment of a smaller firm.
\n
• The firm is seeking an experienced HR professional to serve as its primary human resources leader and work directly with senior leadership on both strategic people matters and day-to-day HR operations.
\n

\n

\n

Location, Compensation & Benefits

\n

\n
• Chicago, IL – Hybrid schedule with 3 days per week in the office and 2 days remote
\n
• Up to $115,000 base salary + 10% annual bonus
\n
• Standard 40 hour work-week.
\n

\n

\n

Why This Opportunity

\n

\n
• Serve as the primary HR leader for an established professional services organization
\n
• Work directly with senior leadership and become a trusted resource on employee and organizational matters
\n
• Own a broad HR function rather than being limited to one specialty or supporting a narrow portion of the employee lifecycle
\n
• Gain responsibility across employee relations, recruiting, benefits, HR systems, performance management, compensation, and compliance
\n
• Balance strategic HR partnership with hands-on execution and direct employee interaction
\n
• Have meaningful influence over workplace culture and the overall employee experience
\n

\n

\n

Position Overview

\n

\n
• The Human Resources Manager will serve as the firm's primary HR resource and partner directly with senior leadership while managing the everyday people-related needs of the organization.
\n
• This is a broad, hands-on position requiring someone who is equally comfortable advising leadership on sensitive employee matters and personally executing core HR responsibilities. The Manager will have ownership across employee relations, talent acquisition, benefits administration, HR systems, compliance, onboarding and departures, performance management, and compensation-related processes.
\n
• The ideal candidate enjoys working within a smaller professional environment where HR is highly visible, relationships matter, and the individual leading the function must exercise strong judgment while independently moving initiatives forward.
\n

\n

\n

Key Responsibilities

\n

\n
• Act as the central HR resource for employees and managers and provide practical guidance on workplace questions and people-related decisions
\n
• Advise leadership on employee situations requiring thoughtful interpretation of company practices and employment requirements
\n
• Address workplace concerns and conduct appropriate fact-finding when employee complaints, conduct issues, or other sensitive matters arise
\n
• Guide managers through performance challenges and help establish clear expectations, documentation, and appropriate next steps
\n
• Maintain HR practices that align with federal, state, and local employment requirements
\n
• Monitor developments affecting areas such as leave administration, accommodations, wage-and-hour requirements, and equal-employment practices
\n
• Manage recruiting activities from initial hiring need through candidate evaluation, interviews, offer development, and acceptance
\n
• Partner with managers to understand staffing priorities and develop effective approaches for attracting appropriate candidates
\n
• Coordinate new-hire integration to ensure employees receive the information, documentation, and resources needed to begin successfully
\n
• Manage employee departures and ensure required administrative and HR steps are completed consistently
\n
• Administer employee benefit programs and serve as the internal contact for benefit-related questions and enrollment matters
\n
• Coordinate with outside benefit providers and other HR vendors to resolve issues and maintain effective service
\n
• Maintain accurate employee information within the firm's HR technology platform and oversee routine system updates
\n
• Review employee data for completeness and resolve inconsistencies that could affect benefits, payroll, or other HR processes
\n
• Coordinate time-off activity with operations leadership to help maintain appropriate staffing coverage
\n
• Review timekeeping information before payroll processing and investigate discrepancies requiring correction
\n
• Coordinate the annual employee evaluation process and help managers prepare thoughtful, consistent performance feedback
\n
• Support leadership during annual compensation planning and help organize the information needed to make informed decisions
\n
• Identify opportunities to streamline administrative HR work, improve documentation, and create greater consistency across recurring processes
\n
• Maintain appropriate confidentiality when handling compensation, performance, employee relations, and other sensitive personnel information
\n
• Help reinforce a professional and collaborative workplace culture through consistent communication and employee support
\n
• Take ownership of additional HR initiatives as organizational needs evolve
\n

\n

\n

Qualifications

\n

\n
• Bachelor's degree in Human Resources, Business Administration, or a related discipline required
\n
• Approximately 5+ years of progressively responsible human resources experience
\n
• Previous experience operating as an HR Generalist, HR Manager, HR Business Partner, or similarly broad HR professional
\n
• Demonstrated ability to independently handle multiple areas of the HR function rather than specializing exclusively in one discipline
\n
• Strong employee-relations experience with the judgment necessary to navigate sensitive or confidential situations
\n
• Working knowledge of federal, state, and local employment requirements and their practical application in the workplace
\n
• Experience managing recruiting processes and partnering directly with hiring managers
\n