Senior HR Business Partner

VIATechnik•Chicago, IL

26d•$120,000 - $140,000•Hybrid

About The Position

VIATechnik is hiring its first senior practitioner on the growing People & Culture team. The Senior HR Business Partner will partner directly with four to five studio leads and their leadership teams, work with the Director of People & Culture on executive partnership with the CEO and COO, and establish the operating standard for future HR business partners. This individual-contributor role supports the company's plan to grow its US team from roughly 150 to 300 employees. It is a hybrid role based in Chicago, Illinois, with three days per week in the office. US work authorization is required; visa sponsorship is not available. The role owns the design and delivery of performance management, succession planning, and the HRBP operating model. The successful candidate will participate in studio leadership meetings, provide recommendations on organizational design and talent, run a consistent performance cycle across studios, ensure critical roles have successors, and develop the current HR Business Partner to handle complex work independently. The position also involves employee relations, engagement, onboarding, people metrics, and process development during the transition to in-house HR. There are no direct reports in the first year.

Requirements

Experience carrying a senior HRBP portfolio at a growing professional services, engineering, or technology firm.
Experience partnering with leaders who manage client-facing delivery teams.
Experience designing or rebuilding a performance management cycle, including calibration.
Experience coaching first-time managers through performance management.
Experience conducting talent reviews and succession planning that result in named successors and development plans.
Experience leading complex employee relations investigations across multiple states and documenting outcomes.
Ability to provide executives with direct, evidence-based recommendations.
Comfort building processes while operating them in a fast-moving, evolving environment.
US work authorization; visa sponsorship is not available.

Responsibilities

Join leadership meetings for four to five assigned studios and deliver written assessments of organization structure, talent risks, and people priorities.
Run the annual performance cycle end to end, including manager coaching, employee reviews, and studio calibration sessions.
Design and facilitate talent reviews, track follow-through, and complete succession plans for critical roles.
Lead engagement survey debriefs for assigned studios and help studio leads establish and follow through on action commitments.
Develop the current HR Business Partner through peer mentorship, shared work, regular feedback, and support on complex situations.
Learn each studio’s client mix, project pipeline, and delivery model, and recommend organizational design, spans of control, and team structures.
Coach managers on performance reviews and follow-up conversations, performance improvement plans, and documentation.
Partner with the Learning & Development Manager on targeted training to address skill gaps.
Co-own onboarding design, engagement cadence, and people metrics reporting while building and operating processes during the transition to in-house HR.
Work with the Director of People & Culture on executive partnership with the CEO and COO.