The Chicago Community Trust
(Hybrid) HR Business Partner
The Chicago Community Trust, Chicago, Illinois, United States, 60603
Job Description
Job Description The HR Business Partner will partner with leadership and staff to deliver HR programs and practices that support a mission-driven organization of 100+ employees. This role combines advising managers, implementing core HR processes, and contributing to people initiatives that build a positive, inclusive, employee experience.
The HR Business Partner will manage HR functions, including talent acquisition, talent management, employee relations, compliance, and office operations. They will ensure legal and regulatory adherence while shaping a strong employee experience aligned with organizational values.
Position Responsibilities:
HR Leadership Partner with leaders to align HR practices with departmental goals and organizational values. Collaborate with leadership to operationalize the organization's commitment to fostering diversity, equity, inclusion, and belonging across the organization. Ensure HR policies and programs reflect best practices in equity, access and employee-centered design. Act as a culture steward, reinforcing organizational values through communication, programming, and leadership alignment. Manage and mentor HR team members, supporting professional growth and cross-functional collaboration. Balance competing priorities, communicate effectively across levels, and support a culture of clarity, empathy, and accountability. Serve as a trusted advisor on HR matters.
Talent Management & Employee Experience Manage the full talent lifecycle: recruitment, onboarding, performance management, career development, and succession planning. Implement learning strategies that support employee skill-building and leadership development. Foster a performance-based culture through goal setting, feedback and development practices. Promote a positive, inclusive work environment by effectively managing employee relations, conflict resolution, and engagement strategies. Manage efforts to build a motivated, resilient and mission-aligned workforce. Support change initiatives that strengthen operational efficiency and enhance the employee experience. Supervise workplace operations to maintain a safe, efficient, and employee-friendly environment.
Compensation & Total Rewards Administer compensation changes, promotions and job updates. Support annual compensation and benefits review cycles by providing data and analysis. Collaborate with leadership on incentive strategies and retention tools.
HR Technology & Data Analytics Optimize HRIS for accurate data management, reporting, and compliance. Provide data insights to leadership on hiring, turnover, and engagement.
Compliance & Risk Management Ensure full compliance with federal, state, and local employment laws and internal policies. Maintain and update employee handbooks, HR policies, and documentation in alignment with legal standards and organizational values. Serve as HR advisor on risk and legal matters, collaborating with legal counsel as needed. Maintain strong internal controls, audit readiness, and adherence to wage and hour laws.
Education: Bachelor's degree required; Master's in HR, Business, or related field preferred. Certifications: SHRM-SCP, SHRM-CP, or equivalent preferred. Experience: 4+ years of HR experience with exposure to multiple HR disciplines (e.g., recruitment, employee relations, performance management, compliance) Demonstrated ability to partner with managers in employee experience and culture-building efforts. Hands-on HRIS experience and comfort with reporting and data Change management experience. Experience in a nonprofit or mission-driven setting strongly preferred. 2+ years experience managing a team strongly preferred Key Attributes:The ideal candidate is a purpose-driven HR partner who brings expertise and a people-first approach, along with the following core qualities. Big-picture thinking: Connects the day-to-day work of the team to the broader goals of the organization Empathy and trust: Builds strong relationships, handles sensitive situations with care, and contributes to an environment where people feel heard and respected. Clear communication: Communicates effectively across roles and levels; able to confidently navigate conflict, coach others, and support change. Integrity and sound judgment: Approaches decisions with fairness, maintains professionalism, and handles confidential matters with discretion. Team player: Works effectively across departments and teams, bringing people together to deliver results. Adaptability: Responds thoughtfully to change and ambiguity, maintaining focus on people and priorities. Commitment to growth: Supports continuous learning, feedback, and development for individuals and teams. Accountability and initiative: Takes ownership of responsibilities, follows through on commitments, and stays engaged in both planning and doing.
Job Description The HR Business Partner will partner with leadership and staff to deliver HR programs and practices that support a mission-driven organization of 100+ employees. This role combines advising managers, implementing core HR processes, and contributing to people initiatives that build a positive, inclusive, employee experience.
The HR Business Partner will manage HR functions, including talent acquisition, talent management, employee relations, compliance, and office operations. They will ensure legal and regulatory adherence while shaping a strong employee experience aligned with organizational values.
Position Responsibilities:
HR Leadership Partner with leaders to align HR practices with departmental goals and organizational values. Collaborate with leadership to operationalize the organization's commitment to fostering diversity, equity, inclusion, and belonging across the organization. Ensure HR policies and programs reflect best practices in equity, access and employee-centered design. Act as a culture steward, reinforcing organizational values through communication, programming, and leadership alignment. Manage and mentor HR team members, supporting professional growth and cross-functional collaboration. Balance competing priorities, communicate effectively across levels, and support a culture of clarity, empathy, and accountability. Serve as a trusted advisor on HR matters.
Talent Management & Employee Experience Manage the full talent lifecycle: recruitment, onboarding, performance management, career development, and succession planning. Implement learning strategies that support employee skill-building and leadership development. Foster a performance-based culture through goal setting, feedback and development practices. Promote a positive, inclusive work environment by effectively managing employee relations, conflict resolution, and engagement strategies. Manage efforts to build a motivated, resilient and mission-aligned workforce. Support change initiatives that strengthen operational efficiency and enhance the employee experience. Supervise workplace operations to maintain a safe, efficient, and employee-friendly environment.
Compensation & Total Rewards Administer compensation changes, promotions and job updates. Support annual compensation and benefits review cycles by providing data and analysis. Collaborate with leadership on incentive strategies and retention tools.
HR Technology & Data Analytics Optimize HRIS for accurate data management, reporting, and compliance. Provide data insights to leadership on hiring, turnover, and engagement.
Compliance & Risk Management Ensure full compliance with federal, state, and local employment laws and internal policies. Maintain and update employee handbooks, HR policies, and documentation in alignment with legal standards and organizational values. Serve as HR advisor on risk and legal matters, collaborating with legal counsel as needed. Maintain strong internal controls, audit readiness, and adherence to wage and hour laws.
Education: Bachelor's degree required; Master's in HR, Business, or related field preferred. Certifications: SHRM-SCP, SHRM-CP, or equivalent preferred. Experience: 4+ years of HR experience with exposure to multiple HR disciplines (e.g., recruitment, employee relations, performance management, compliance) Demonstrated ability to partner with managers in employee experience and culture-building efforts. Hands-on HRIS experience and comfort with reporting and data Change management experience. Experience in a nonprofit or mission-driven setting strongly preferred. 2+ years experience managing a team strongly preferred Key Attributes:The ideal candidate is a purpose-driven HR partner who brings expertise and a people-first approach, along with the following core qualities. Big-picture thinking: Connects the day-to-day work of the team to the broader goals of the organization Empathy and trust: Builds strong relationships, handles sensitive situations with care, and contributes to an environment where people feel heard and respected. Clear communication: Communicates effectively across roles and levels; able to confidently navigate conflict, coach others, and support change. Integrity and sound judgment: Approaches decisions with fairness, maintains professionalism, and handles confidential matters with discretion. Team player: Works effectively across departments and teams, bringing people together to deliver results. Adaptability: Responds thoughtfully to change and ambiguity, maintaining focus on people and priorities. Commitment to growth: Supports continuous learning, feedback, and development for individuals and teams. Accountability and initiative: Takes ownership of responsibilities, follows through on commitments, and stays engaged in both planning and doing.