HR Business Partner

IMO Health•Rosemont, IL

3d•$87,000 - $120,000•Onsite

About The Position

The HR Business Partner (HRBP) is the enterprise-wide business partner for a 360-person organization. This role is highly visible, relationship-driven, and hands-onâbalancing strategic insight with practical execution. The HRBP builds strong, trust-based relationships to understand the real needs of the business and translates those needs into people solutions that strengthen culture, performance, and engagement. This role is ideal for someone who thrives in fast, action-oriented cultures, enjoys being embedded in the business, and brings energy to team building, recognition, and day-to-day people leadership support. The selected candidate MUST be local to the Chicagoland area and work out of our Rosemont office 3 days a week.

Requirements

3+ years of progressive HR experience, including HR Business Partner or generalist experience.
PHR certification required (SPHR a plus).
Recruiting experience or exposure (resume review, phone interviews)
Experience owning or leading reward and recognition programs.
Strong relationship-building and influencing skills across all levels.
Proven ability to identify business needs through effective conversations.
Comfortable operating independently in a fast-moving environment.
Strong foundational knowledge across core HR disciplines, including employee relations, performance management, recruitment, compensation fundamentals, benefits, compliance, and employment law.
Ability to apply HR best practices with sound judgment, balancing consistency, fairness, and business needs.
Experience interpreting policies and regulations and translating them into clear, practical guidance for leaders and employees.
Comfort operating without heavy specializationâable to flex across topics and provide credible, end-to-end HR support.
Strong documentation, process discipline, and follow-through to ensure decisions are well-supported and compliant.

Responsibilities

Build deep relationships to understand business goals, team dynamics, and talent needs.
Identify people-related risks and opportunities through strong listening, observation, and dialogue.
Provide clear, practical guidance that balances employee experience with business outcomes.
Assist Talent Acquisition team in recruitment efforts, as needed.
Act as a steward of cultureâreinforcing values through behaviors, programs, and everyday interactions.
Design and support team-building and engagement initiatives that strengthen connection and collaboration.
Facilitate productive conversations that improve communication, trust, and team effectiveness.
Own and evolve the organizationâs reward and recognition approach.
Partner with leaders to embed consistent, timely, and meaningful recognition into daily work.
Ensure recognition reinforces desired behaviors and supports engagement and retention.
Coach leaders on performance management, feedback, development, and employee relations.
Serve as a trusted, approachable resource for employees across the organization.
Navigate employee relations matters with empathy, clarity, and sound judgment.
Translate people strategy into simple, workable processes.
Ensure consistent application of HR practices across teams.
Partner with other HR functions (Talent, Total Rewards, L&D, etc.) to deliver integrated solutions.