Human Resources Business Partner

Position: Human Resources Business Partner
Department: Human Resources
Location: Chicago, Illinois

The Study at the University of Chicago is seeking a highly organized, proactive, and detail-oriented Human Resources Business Partner to lead and execute all Human Resources functions for the hotel and restaurant.

This comprehensive, hands-on leadership role is responsible for managing the full employee lifecycle while supporting operational priorities and advancing HR initiatives aligned with Study Hotels’ culture and business objectives.

The HR Business Partner is a key member of the property’s senior leadership team and partners closely with the General Manager and department leaders to support workforce planning, operational performance, and team member engagement.

This role will proactively identify staffing needs, build strong candidate pipelines, and lead the recruitment and onboarding of hospitality professionals who reflect Study Hotels’ culture and service standards. In addition to talent acquisition, the HR Business Partner also oversees payroll, employee relations, benefits administration, performance management, compliance, and the implementation of Home Office HR strategies. Success requires sound judgment, strong attention to detail, and the ability to manage multiple priorities in a fast-paced, on-site hospitality environment.

Our caring and attentive associates reinforce our belief that guest service and internal partnership are our highest priorities. We seek a service-oriented HR professional who is passionate about recruiting exceptional talent, building strong teams, and fostering a positive workplace culture.

HR Operations Snapshot

• Full-service hotel and restaurant operation
• Significant focus on talent acquisition and workforce planning
• Oversight of recruiting, onboarding, payroll, benefits, and employee relations
• Cross-functional partnership with hotel leadership and Home Office
• Fast-paced hospitality environment with multiple priorities
• Focus on compliance, consistency, retention, and the team member experience

Responsibilities

• Lead and manage all Human Resources functions for the hotel and restaurant, including recruiting, onboarding, payroll, benefits administration, employee relations, performance management, and compliance.
• Serve as a strategic partner to the General Manager and property leadership team, supporting operational performance, workforce planning, organizational effectiveness, and team member engagement.
• Own talent acquisition for the property, leading all full-cycle recruiting efforts from workforce planning and sourcing through interviewing, hiring, and onboarding. Partner closely with department leaders to proactively identify staffing needs, build talent pipelines, reduce time-to-fill, and ensure every hire aligns with Study Hotels’ culture, service standards, and operational goals.
• Develop and execute proactive sourcing strategies to attract qualified candidates for hotel, restaurant, culinary, leadership, and other operational positions.
• Maintain consistent communication with hiring managers and candidates throughout the recruitment process, delivering an organized, responsive, and positive candidate experience.
• Coordinate and oversee new-hire onboarding, orientation, employment documentation, background screening, and other pre-employment requirements.
• Own the full-cycle payroll process, ensuring accurate, compliant, and timely submission. Responsibilities include auditing time records, reviewing pay codes, processing adjustments, and resolving discrepancies.
• Oversee benefits administration, including the enrollment of newly eligible team members, qualifying life events, employee inquiries, and adherence to Affordable Care Act compliance requirements.
• Lead the property’s performance management process, including annual reviews, coaching, corrective and disciplinary actions, performance improvement plans, and employee development planning.
• Provide guidance and support to managers on employee relations matters, ensuring concerns are addressed promptly, consistently, fairly, and in accordance with company policies and applicable laws.
• Conduct or support workplace…