HR Manager – HR Business Partner

Apex Systems; Chicago (IL); On-site; USD 55,104 - 89,544; Full time

Job summary

A leading tech solutions provider is seeking an HR Manager – HR Business Partner in Chicago to strengthen organizational culture and enhance workforce engagement. This role will involve partnering with leaders on HR processes such as talent reviews and compensation planning, along with managing employee relations issues. A strong background in HR management and the ability to influence leaders is essential for this position.

Qualifications

• Proven experience as an HR business partner in a corporate environment.
• Strong knowledge of HR practices and labor laws.
• Ability to coach and influence leaders effectively.

Responsibilities

• Serve as a strategic HR business partner to corporate function leaders.
• Lead talent reviews and succession planning cycles.
• Manage complex employee relations matters and conduct investigations.

Skills

Strategic HR management

Performance management

Employee relations

Coaching leaders

Workforce planning

Compensation planning

Job description

Join to apply for the HR Manager – HR Business Partner role at Apex Systems.

Base pay range

$40.00/hr – $65.00/hr

Job#: 3014926

Job Description

Purpose: The Manager, Human Resources will serve as a trusted partner to leaders and colleagues, supporting both the tactical execution of HR programs and the strategic initiatives that shape our culture and workplace. This role will be responsible for helping to develop and maintain a high performing and engaging workforce through partnering with corporate leaders to drive the execution of key HR processes and practices – talent reviews, colleague engagement, compensation planning, performance management, employee relations, workforce planning, and coaching leaders and executives, while driving continuous improvements, operational efficiency and long‑term talent strategies.

Position Responsibilities

• Serve as a strategic HR business partner to corporate function leaders, providing guidance on organizational needs, workforce planning and people strategies.
• Lead talent reviews and succession planning cycles. Provide coaching to managers on goal setting and colleague development.
• Partner with leadership and the compensation team to manage annual compensation planning, salary reviews, and equity adjustments to ensure market competitiveness and internal equity.
• Lead and manage complex employee relations matters, ensuring issues are addressed promptly, fairly, and in alignment with company policies and values.
• Conduct thorough and objective workplace investigations, including allegations of misconduct, policy violations, and performance concerns.
• Coach leaders on appropriate handling of performance management, behavioral issues, corrective actions and conflict resolution.
• Partner closely with leaders to develop proactive plans that strengthen team culture, engagement, and retention within supported groups.
• Collaborate