HR Business Partner II — People Strategy & Leadership

Gilbane Building; Chicago (IL); On-site; USD 105,000 - 135,000; Full time

Job summary

Gilbane Building is seeking an HR Business Partner II to partner with managers across Chicago, guiding day-to-day HR processes and driving People First initiatives. You’ll support talent management, compensation, and performance while addressing employee relations and training needs.

This role emphasizes building leader capabilities and ensuring compliant, strategic HR practices. The position requires 6–8 years of HR experience with at least 3 years in an HRBP role, plus a Bachelor’s degree in

Qualifications

• Bachelor’s degree in Human Resources or related field.
• 6-8 years of HR experience, with a minimum of 3 years of experience in an HR Business Partner role.
• Or equivalent combination of education and experience.

Responsibilities

• Supports managers (M1-M5) in assigned geography on all people-related matters
• Delivers People First priorities to managers in their geography including talent management, engagement, inclusion, compensation, and performance, participates in local employee relations investigations
• Conducts local trainings with people leaders on related topics, both key people process and building people leader capabilities
• Supports staffing efforts and labor strategy at (M1-M5) in partnership with HR Manager and Director
• Addresses urgent manager needs including performance management of direct reports, coaching managers through employee/manager conflict and team dynamics, coaching, etc.
• Executes People First goals within geography with significant focus on consistent roll out and building people leader capabilities
• Provides advice to managers on employee wages and salaries to administer the Salary Planning Process
• Champions the annual performance appraisal process to ensure completion and coaches managers on ratings system and conducting effective performance discussions
• Fosters a deep understanding of the day-to-day work environment, partners with leadership to address any emerging issues, and provides feedback when relevant to HR Director, People Strategy for impacted group
• Advises local ERG leaders on draft and execution of ERG annual goals
• Conducts local terminations (approved at manager level) and manages RIF process
• Works closely with the HR Manager to ensure that HR processes, actions and programs for the enterprise are in alignment and executed
• Partners with the Talent Acquisition team in the recruitment process by understanding staffing needs, interviewing key hires (M5+), and making recommendations to management for hiring decisions
• Analyzes HR metrics and data to inform decisions and identify trends, risks, and opportunities
• Builds awareness around key metrics People Leaders
• Maintains awareness of current and changing employment law
• Provides coaching and guidance to field management teams related to employee performance, interpersonal team conflict, and team dynamics
• Acts as a responsive and agile HR partner, promptly addressing urgent workforce needs and adapting to rapidly changing operational priorities
• Maintains composure and exercises solution-oriented thinking in the face of evolving field demands and last-minute business adjustments
• Demonstrates agility in driving people strategy, ensuring responsiveness to the fast-paced demands of the business
• Coaches and supports less experienced team members
• Supports a positive and inclusive work environment

Skills

Communication

Interpersonal skills

Negotiation

Conflict resolution

Time management

Analytical thinking

Education

Bachelor’s degree in Human Resources or related field

Tools

Microsoft Office Suite

HRIS

Job description

Gilbane Building is seeking an HR Business Partner II to partner with managers across Chicago, guiding day-to-day HR processes and driving People First initiatives. You’ll support talent management, compensation, and performance while addressing employee relations and training needs.

This role emphasizes building leader capabilities and ensuring compliant, strategic HR practices. The position requires 6–8 years of HR experience with at least 3 years in an HRBP role, plus a Bachelor’s degree in