Human Resources Business Partner

Human Resources Business PartnerChicagoCAC employees are expected to perform their job duties and act in a manner consistent with the Core Values of the organization.The Human Resources Business Partner (HRBP) serves as a trusted advisor and strategic partner to leaders, managers, and employees across Chicago Children's Advocacy Center (ChicagoCAC). The HRBP partners with organizational leaders to strengthen employee engagement, support a healthy and inclusive workplace culture, and ensure consistent, equitable, and legally compliant people practices.This role provides hands-on support across the employee lifecycle, with primary responsibility for employee relations, policy interpretation and application, recruitment and onboarding, benefits support, training, and HR compliance. The HRBP will work closely with the Chief People & Culture Officer and organizational leaders to identify people-related trends, address workplace concerns, strengthen manager capability, and implement sustainable HR practices aligned with ChicagoCAC's mission, values, and strategic priorities.The HRBP is responsible for creating an inclusive environment that demonstrates equity, inclusion, accessibility, and belonging to our clients, ChicagoCAC employees, and partners. The position also assists in ChicagoCAC's Diversity, Equity, Inclusion, Accessibility, and Belonging (DEIAB) initiatives.Primary Responsibilities:Recruitment & OnboardingPartner with hiring managers and the People & Culture team to support an effective, equitable, and candidate-centered recruitment and onboarding experience.Partner with hiring managers to clarify position requirements, competencies, and selection criteria.Support recruitment activities, including candidate screening, interviews, selection, reference checks, and offer processes.Ensure recruitment practices are consistent, equitable, and aligned with ChicagoCAC policies and applicable employment laws.Conduct or support candidate phone screens and structured interviews.Coordinate timely communication with candidates throughout the recruitment process.Support salary and offer discussions within established compensation structures and approval processes.Coordinate background checks and pre-employment requirements in partnership with People & Culture staff.Support and continuously improve the New Hire Orientation process.Ensure new hires receive appropriate onboarding, policies, required forms, benefits information, and organizational resources.Partner with managers to support effective 30-, 60-, and 90-day onboarding practices.Monitor onboarding effectiveness and identify opportunities to improve new employee integration and retention.Employee Relations, Policy & Manager SupportServe as a primary HR resource for employees and managers regarding workplace concerns, performance management, policy interpretation, and employee relations matters.Provide consultation and coaching to managers on employee relations, performance management, workplace conduct, attendance, and behavioral concerns.Conduct and/or support employee relations reviews, workplace inquiries, and investigations in partnership with the Chief People & Culture Officer and appropriate organizational leaders.Provide objective, timely, and well-documented HR guidance while maintaining appropriate confidentiality.Coach managers on effective feedback, difficult conversations, performance expectations, and progressive performance management.Support the consistent and equitable application of ChicagoCAC policies and practices.Interpret employee handbook provisions, policies, procedures, and employment practices and provide guidance.Identify recurring employee relations trends and recommend proactive interventions.Partner with leaders to address workplace conflict and promote productive working relationships.Support performance improvement plans, written counseling, corrective action, and other performance-management processes as appropriate.Maintain appropriate documentation related to employee relations matters.Escalate significant, complex, or high-risk employee relations matters to the Chief People & Culture Officer.Help managers build confidence and capability in addressing people-related issues directly and effectively.Promote a workplace culture grounded in respect, accountability, psychological safety, inclusion, and organizational values.Benefits & Employee SupportServe as a knowledgeable resource to employees and managers regarding benefits, total rewards, and employee lifecycle processes.Provide employees with guidance regarding health, retirement, leave, wellness, and other benefit programs.Partner with benefits vendors and the People & Culture team to resolve employee benefit questions and issues.Support annual benefits enrollment and employee communications.Assist employees with understanding benefit eligibility, enrollment processes, qualifying life events, and other benefits-related requirements.Support leave administration in partnership with the Chief People & Culture Officer and appropriate vendors, ensuring consistent application of applicable policies and legal requirements.Identify recurring employee questions or concerns regarding benefits and recommend improvements to communication and employee experience.Support total rewards communications and employee education initiatives.Maintain accurate employee documentation and HRIS information related to benefits and employment status.Partner with payroll and People & Culture colleagues to resolve employee-impacting benefit or payroll issues.Training, Compliance & HR Operations –Support a culture of continuous learning, compliance, accountability, and effective HR operations.Coordinate and/or facilitate required employee training and development programs.Monitor completion of mandatory training and follow up with employees and managers as needed.Support compliance with federal, state, and local employment laws and regulations.Assist with HR audits, compliance reviews, reporting, and documentation.Support required employment reporting and recordkeeping activities.Partner with the Chief People & Culture Officer to maintain and update HR policies, procedures, and employee resources.Assist with policy rollouts, employee communications, and change management initiatives.Identify opportunities to improve HR processes, documentation, and employee experience.Maintain accurate and confidential HR records in accordance with organizational requirements.Support HRIS data integrity and routine HR reporting.Participate in People & Culture projects and organizational initiatives as assigned.Leadership & Business PartnershipThe HRBP is expected to operate as a trusted advisor and thought partner, not solely as an administrative HR resource. The successful candidate will:Build strong, credible relationships with leaders, managers, and employees.Balance employee advocacy with organizational accountability and business needs.Apply sound HR judgment and an organizational psychology lens to workplace situations.Use data, employee feedback, and organizational trends to inform recommendations.Anticipate people-related risks and opportunities rather than responding only after issues arise.Promote consistency and equity in the application of policies and people practices.Help leaders strengthen their effectiveness as people managers.Maintain appropriate boundaries, confidentiality, neutrality, and professional judgment when managing sensitive matters.DiscretionThe Human Resource Business Partner has a mid-level range of discretion and independent decision-making.Supervisory ResponsibilitiesHRBP does not have any supervisory responsibilities.RelationshipsThe HRBP will work closely with the Executive Leadership Team, Senior Leadership Team, managers, supervisors, employees, Finance/Payroll, and People & Culture team members. Benefits providers, HR vendors, employment counsel, training providers, and other external partners as appropriate.QualificationsBachelor's degree in Human Resources, Business Administration, Organizational Psychology, Industrial/Organizational Psychology, or a related field; equivalent experience may be considered.5+ years of progressive HR experience, with significant experience in employee relations and HR business partnership. Overall, 10 years related experience.Demonstrated experience advising managers and leaders on employee relations and performance matters.Strong knowledge of employment practices, HR policies, and applicable federal, state, and local employment laws.Experience supporting recruitment, onboarding, benefits, training, and HR compliance.Strong written, verbal, interpersonal, and conflict-resolution skills.Demonstrated ability to manage sensitive and confidential information with sound judgment.Strong organizational skills and ability to manage multiple priorities in a mission-driven environment.Proficiency with HRIS systems, Microsoft Office/Google Workspace, and HR reporting tools.PreferredSHRM-CP, SHRM-SCP, PHR, SPHR, or comparable HR certification.Experience in a nonprofit, healthcare, social services, child welfare, or similarly mission-driven organization.Experience with HRIS platforms such as ADP.Experience with employee engagement, organizational development