Human Resources Advisor

Hub Group•Oak Brook, IL

About The Position

The HR Advisor serves as the primary Human Resources partner for assigned business units, providing guidance and support to leaders and employees across a broad range of HR functions. The role manages employee relations matters, supports performance management, drives employee engagement initiatives, and ensures consistent application of company policies and practices. Operating independently, the HR Advisor partners directly with site leaders and department managers to address workforce challenges, support talent development, and foster a positive employee experience. The position calls for sound judgment, the ability to navigate complex employee situations, and a proactive approach to supporting business objectives while maintaining compliance with employment laws and company policies. Up to 25% travel is required to support assigned business locations. Duties, responsibilities, and activities may be assigned or changed from time to time.

Requirements

Bachelor’s degree in Human Resources or Business Administration, or equivalent work experience.
At least 5 years of progressive HR experience, including demonstrated expertise as an HR Generalist, HR Business Partner, or HR Advisor.
Proven track record of independently managing complex employee relations matters.
Strong proficiency in Microsoft Office Suite, including Word, Excel, and PowerPoint.
Ability to analyze HR data and translate metrics into actionable insights for leadership.
Thorough knowledge of HR governance and employment law, including EEOC, FLSA, FMLA, HIPAA, ADA, and state-specific regulations.
Ability to handle confidential matters with discretion and sound judgment.
Ability to operate independently with minimal oversight on complex issues and exercise judgment on matters with significant organizational exposure.
Strong consultative presence and credibility with managers at all levels.
Excellent written and verbal communication skills, including the ability to explain complex topics clearly and persuasively.
Strong listening, coaching, and interpersonal skills, with the ability to build relationships across diverse employee populations.
Ability to manage competing priorities in a dynamic, fast-paced environment.
Willingness to travel up to 25% to support assigned business locations.

Nice To Haves

PHR or SPHR certification; SHRM-CP or SHRM-SCP certification is also valued.
Experience with HRIS platforms such as Oracle HCM.

Responsibilities

Partner with site leaders and department managers to provide day-to-day HR support, understand workforce needs, and address operational challenges.
Coach managers on employee performance, engagement, attendance, accountability, and development.
Support workforce planning, succession planning, talent reviews, talent identification, and development planning.
Assist leaders with employee concerns and workplace challenges, and recommend people-related solutions that support business objectives.
Gather business insights and partner with HR Centers of Excellence to develop organizational solutions.
Serve as the primary resource for employee relations matters in assigned business units.
Conduct comprehensive investigations and make fact-based recommendations consistent with company policies, procedures, and expectations.
Recommend and support corrective actions, performance management, and other employee interventions; partner with leaders to resolve employee issues fairly, consistently, and promptly.
Maintain thorough documentation of investigations, employee relations matters, and employment actions; escalate sensitive, complex, or high-risk matters to HR leadership as appropriate.
Support managers through performance management, including coaching, documentation, and performance reviews.
Ensure consistent administration and application of HR policies, procedures, and programs; advise on company policies, benefits, leave administration, accommodations, and employment practices.
Maintain knowledge of federal, state, and local employment laws and regulations; support compliance initiatives, audits, and reporting requirements.
Analyze workforce data and trends, including turnover, attendance, and employee relations activity, to identify improvement opportunities.
Advise leaders on engagement strategies and employee experience initiatives; support efforts to improve retention, morale, and workplace culture.
Support organizational change, including restructures, role transitions, and workforce communications.
Help leaders interpret employee feedback and develop action plans.
Participate in employee meetings, site visits, and engagement activities to maintain visibility and accessibility.
Promote and reinforce company values and a positive, inclusive employee experience.