Human Resources Business Partner

Stelle nicht auf LinkedIn

🕒 vor 1 Monat

🌽 Illinois – Remote

🌽 Illinois – Remote

💵 $85.000 - $95.000 / Jahr

⏰ Vollzeit

🟠 Senior

🔴 Experte

👩‍👩‍👧‍👦 Personalwesen (HR)

👻 Geisterscore 12%

Was es bedeutet: die Wahrscheinlichkeit, dass für diese Stelle niemand wirklich einstellt.So liest du es: 60 % oder höher heißt, wir halten das für einen Geisterjob. Niedrigere Werte sind weniger bedenklich.Wie wir werten: Dauer offen, Neuveröffentlichungen, offene Stellen vs Teamgröße, wie schnell Stellen geschlossen werden, und ob ein Gehalt angegeben ist.Hinweis: eine Schätzung aus öffentlichen Daten, kein Urteil über das Unternehmen. Echte Stellen können hoch punkten, nutze es also als Hinweis, nicht als Fakt.

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Chicago Children's Advocacy Center

WebsiteLinkedInAlle Stellen

51 - 200 Mitarbeiter

Gegründet 1999

🏥 Gesundheitswesen

⚖️ Rechtswesen

🤝 Non-Profit

Healthcare • Legal • Non-profit

Das Chicago Children’s Advocacy Center ist eine gemeinnützige Organisation gemäß US-Steuervorschrift 501(c)(3) in Chicago. Sie bringt Fachkräfte aus dem Kinderschutz, Strafverfolgungsbehörden und Angebote zur psychosozialen Unterstützung unter einem Dach zusammen, um Kindesmissbrauch zu untersuchen, zu behandeln und zu verhindern. Seit über zwei Jahrzehnten bietet die Organisation multidisziplinäre Leistungen an, darunter forensische Befragungen, Familienbegleitung, Child-Life-Unterstützung, psychologische Betreuung, Interventionen bei Menschenhandel, Präventionsbildung und Schulungen für die Gemeinschaft. Jedes Jahr unterstützt sie Tausende Kinder und Familien.

Beschreibung

• Serve as a trusted advisor and strategic partner to leaders, managers, and employees across ChicagoCAC • Strengthen employee engagement and support a healthy, inclusive, equitable, and legally compliant workplace culture • Support employee relations, policy interpretation and application, recruitment and onboarding, benefits, training, and HR compliance • Partner with hiring managers and the People & Culture team on equitable, candidate-centered recruitment and onboarding • Clarify position requirements, competencies, and selection criteria • Support candidate screening, interviews, selection, reference checks, offers, phone screens, and structured interviews • Coordinate candidate communications, background checks, pre-employment requirements, and new hire orientation • Support 30-, 60-, and 90-day onboarding practices and improve employee integration and retention • Advise employees and managers on workplace concerns, performance management, policy interpretation, and employee relations • Coach managers on feedback, difficult conversations, performance expectations, conduct, attendance, behavioral concerns, and progressive performance management • Conduct or support employee relations reviews, workplace inquiries, and investigations • Maintain confidentiality, documentation, and appropriate escalation of significant or high-risk matters • Support performance improvement plans, written counseling, corrective action, and other performance-management processes • Provide guidance on health, retirement, leave, wellness, total rewards, eligibility, enrollment, and qualifying life events • Partner with benefits vendors, payroll, and People & Culture colleagues to resolve employee-impacting issues • Support annual benefits enrollment, leave administration, employee communications, and benefits education • Coordinate or facilitate required employee training and development programs • Monitor mandatory training completion • Support compliance with federal, state, and local employment laws, audits, reporting, recordkeeping, and documentation • Maintain and update HR policies, procedures, employee resources, HR records, and HRIS data • Support policy rollouts, change management, HR reporting, and process improvements • Participate in People & Culture projects and organizational initiatives • Build relationships with leadership, managers, employees, Finance/Payroll, vendors, counsel, and other partners • Use data, employee feedback, and organizational trends to inform recommendations and anticipate people-related risks and opportunities • Help leaders strengthen their effectiveness as people managers • Operate with mid-level discretion and independent decision-making; no supervisory responsibilities

🎯 Anforderungen

• Bachelor's degree in Human Resources, Business Administration, Organizational Psychology, Industrial/Organizational Psychology, or a related field; equivalent experience may be considered • 5+ years of progressive HR experience, with significant experience in employee relations and HR business partnership • Overall, 10 years related experience • Demonstrated experience advising managers and leaders on employee relations and performance matters • Strong knowledge of employment practices, HR policies, and applicable federal, state, and local employment laws • Experience supporting recruitment, onboarding, benefits, training, and HR compliance • Strong written, verbal, interpersonal, and conflict-resolution skills • Ability to manage sensitive and confidential information with sound judgment • Strong organizational skills and ability to manage multiple priorities in a mission-driven environment • Proficiency with HRIS systems, Microsoft Office/Google Workspace, and HR reporting tools • Preferred SHRM-CP, SHRM-SCP, PHR, SPHR, or comparable HR certification • Experience in a nonprofit, healthcare, social services, child welfare, or similarly mission-driven organization • Experience with HRIS platforms such as ADP • Experience with employee engagement, organizational development, or culture initiatives • Knowledge of Illinois and Chicago employment requirements • Experience working in a highly collaborative, cross-functional environment

🏖️ Vorteile

• BCBS HMO and PPO healthcare coverage options with an opportunity to add family members to plans • Free life insurance at 2x your salary up to a maximum of $200,000 • Additional pay of 5% of your salary up to $3,750 per year after 6 months, usable toward additional health benefits, dental, vision, long-term disability, short-term disability, 403b plan, Roth option, legal coverage, dependent care, and flexible spending • Paid Time Off accrues from the first day at a rate of 35 days in a 12-month period, including holidays and sick time • PTO increases up to 40 days after 5 years • Additional PTO for FMLA-related reasons up to 20 days • Remote work policy with flexibility in work hours subject to operational needs • Regular expert training on evidence-based therapy modalities with opportunities to earn Continuing Education Units • Casual dress code • Afternoon milk and cookies every Friday

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