Human Resources Business Partner

If you are unable to complete this application due to a disability, contact this employer to ask for an accommodation or an alternative application process.

Full-time Regular Chicago, IL, US

2 days ago Requisition

Salary Range: $85,000.00 To $95,000.00 Annually

ChicagoCAC employees are expected to perform their job duties and act in a manner consistent with the Core Values of the organization.

Responsibility

Summary:

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.

DEI&AB Culture Commitment: 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 & Onboarding

• Partner 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 Support

• Serve 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 CPCO 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…