HRBP-Total Rewards & Compensation

Position: HRBP-Total Rewards & Compensation Location: Schaumburg, IL Job Id: 1100 # of Openings: 1

JOB DESCRIPTION

HUMAN RESOURCES

HUMAN RESOURCES BUISNESS PARTNER-TOTAL REWARDS & COMPLIANCE

BUSINESS OPERATIONS

Job Scope: The HR Business Partner – Total Rewards & Compliance supports the development and implementation of structured, consistent compensation and compliance practices across the organization, including coordination and oversight of benefits and HR-related vendor partnerships. This role partners with HR leadership and organizational leaders to provide guidance on compensation decisions, reinforce equitable pay practices, support benefits administration, and ensure compliance with employment laws and internal policies. The HRBP plays a key role in improving consistency, reducing variability in decision-making, and strengthening foundational HR processes. Operating in both a hands-on and consultative capacity, this role helps bring clarity and discipline to compensation, benefits, and compliance practices while supporting leaders in making informed and consistent decisions. Essential Functions: The work environment characteristics, responsibilities, and competencies described here are representative of those an employee encounters and are required to perform while meeting the essential functions of this job. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions. I. Responsibilities: A. Compensation & Total Rewards Support the development and implementation of compensation guidelines, including philosophy, promotion practices, and pay structures Provide guidance to leaders on compensation decisions, ensuring alignment with internal equity and organizational standards Review and evaluate pay-related requests, including promotions, adjustments, and stipends, in partnership with HR leadership Identify inconsistencies in compensation practices and escal… B. Compensation, Governance & Decision Support Support consistent processes for compensation-related decisions, including documentation and approval workflows Reinforce adherence to established compensation practices and guidelines Assist in tracking and monitoring compensation actions to improve visibility and consistency C. Compliance & Risk Management Support compliance with applicable employment laws and HR policies Assist in identifying potential risk areas and escalating concerns as appropriate Support audits, documentation, and policy updates as needed D. Policy Development & Oversight Develop, review, and maintain HR policies to ensure consistency, clarity, and compliance Provide guidance to leaders and HR team members on policy interpretation and application Ensure policies are applied consistently across programs E. Partnership Development & Oversight Partner with HR leadership and Finance to support alignment between compensation decisions and payroll processes Assist in ensuring accurate and timely communication of compensation-related changes Support the management of HR-related vendors, including benefits providers and external partners Assist in evaluating vendor effectiveness and alignment with organizational needs Coordinate with HR Operations on day-to-day vendor interactions and support Other Duties Perform other duties as assigned to support the needs of the organization, recognizing that responsibilities may evolve as the organization grows and operational needs change Strong understanding of compensation practices and pay equity Knowledge of employment law and compliance requirements Attention to detail and strong analytical skills Ability to exercise sound judgment and maintain confidentiality Strong communication and influencing skills Ability to bring structure and consistency to complex environments III. Measures of Success Improved consistency in HR practices and decision-making across assigned areas Increased effectiveness and confidence of leaders in managing people-related matters Timely and well-supported resolution of employee and organizational issues Strong partnership with leaders and internal stakeholders Clear documentation and adherence to established processes and guidelines IV. Education and Experience Bachelor’s degree in Human Resources, Business Administration, or related field required; elective experience will be considered 4–7 years of progressive HR experience, with exposure to compensation, compliance, or HR policy Experience supporting compensation decisions, pay practices, or total rewards programs preferred Knowledge of employment laws and regulatory requirements Experience working in complex, multi-program, or matrixed environments preferred Experience in nonprofit, healthcare, behavioral health, or mission-driven organizations preferred This job operates in a professional office environment. This role routinely involves standard office equipment such as computers, phones, copiers, filing cabinets, and fax machines. VI. Physical Demands The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of the job. While performing the duties of this job, the employee is regularly required to talk or hear, use eyes to see, and scan the environment. The employee frequently is required to stand; walk; use hands to finger, handle or feel; and reach with hands and arms; bend or stoop as necessary. The employee is occasionally required to carry, move, or transport employee files, records or other objects weighing as much as 25 lbs. VII. Travel The employee is required to travel by automobile to and from Elk Grove Village, Schaumburg, Hoffman Estates, Arlington Heights, and Mount Prospect office locations as much as several times monthly as well as occasional meetings/trainings in and around the Chicagoland area. While conducting external KYC business or traveling between sites, the employee may be exposed to fumes or airborne particles as well as changing weather and road conditions. #J-18808-Ljbffr Kenneth Young Center