People Business Partner

Spins•Chicago, IL

2d•Hybrid

About The Position

The People Business Partner plays a critical role in delivering both strategic and operational people support across the employee lifecycle. This hybrid role combines Human Resources Business Partner responsibilities with ownership of a key People function, such as Talent Acquisition or Compensation. The ideal candidate is a consultative HR professional who can partner with leaders on organizational and talent needs while also serving as a subject matter expert in a core People discipline. This role is well suited for someone who enjoys variety, thrives in a fast-paced environment, and is excited to help build scalable people practices within a growing organization.

Requirements

Bachelor's degree in Human Resources, Business, Psychology, or a related field.
5-8 years of progressive HR experience.
Experience serving as an HR Business Partner supporting leaders and employees, as well as some experience or ownership of a specialist function – preferably Talent Acquisition or Compensation.
Demonstrated experience owning and improving People programs, processes, or initiatives.
Experience advising managers on employee relations, performance management, and talent matters.
Strong analytical and problem-solving skills with the ability to use data to influence decisions.
Experience working in a fast-paced, growing organization.

Nice To Haves

Experience in a technology, data, SaaS, information services, or professional services environment.
Experience supporting organizations with 300+ employees.
Experience balancing business partnership responsibilities with ownership of a functional HR specialty.
Knowledge of compensation practices, recruiting operations, workforce planning, or talent management programs.

Responsibilities

Partner with managers and leaders to address employee relations, performance management, engagement, development, and organizational effectiveness needs.
Provide coaching and guidance to managers on people practices, policy interpretation, performance concerns, and employee development.
Support workforce planning, organizational design, succession planning, and talent discussions within assigned client groups.
Analyze people data and trends to identify risks, opportunities, and recommended actions.
Help leaders navigate change initiatives and drive adoption of People programs and processes.
Serve as a trusted advisor who balances employee experience, business outcomes, and organizational needs.
Own and lead one or more People programs such as: Talent Acquisition or Compensation.
Lead recruiting efforts for assigned business areas.
Develop sourcing strategies and improve hiring processes.
Partner with leaders to improve hiring quality, speed, and candidate experience.
Support compensation planning, market benchmarking, job architecture, and pay decisions.
Analyze internal and external compensation data and provide recommendations.