Sr. HR Manager

InMarket•Chicago, IL

12d•$140,000 - $160,000•Remote

About The Position

We are excited to welcome a dynamic and strategic HR professional to join our team in a hybrid role that blends HR operations expertise with business partner responsibilities. This role is ideal for someone who thrives in fast-paced, high-growth environments and is motivated by improving existing processes, systems, and tools, as well as, building from the ground up. You will collaborate closely with leaders from key client groups and VP of HR to influence organizational decisions, drive high performance culture, and promote operational excellence. The ideal candidate leans on data to influence and inform decisions, is highly skilled in employee relations, diversity & inclusion, and organizational development, and has a proven track record of designing programs that align with business outcomes. . You stay ahead of emerging trends in people operations and bring a forward-thinking, progressive approach to performance management and talent development. In this critical role, you will partner with executives and managers across the organization to shape strategy, deliver measurable results, and help build a culture of excellence and innovation.

Requirements

7+ years of experience in Human Resources, People Operations, and at least 2+ years in HR Business Partner role, with a proven track record of supporting business goals and driving HR initiatives
Ability to quickly establish effective partnerships and credibility with business leaders, ability to communicate and influence leaders in a productive manner and proven experience partnering with leaders to diagnose organizational issues and implement talent solutions leveraging data driven insights.
Proficient knowledge of federal and CA state employment laws (multi-state is a plus)
Proven experience in employee relations, conducting investigations and managing sensitive exits.
Skilled in HR systems, process design, and project management, with experience building scalable tools from scratch and leading system implementations.
Exceptional aptitude with spreadsheets, data analysis, reporting, proficient with HR systems and considered a “power user” in functionality” and tech vendor management.
Experience with performance management tools, including selecting vendors and upgrading systems.
Demonstrates humility and strong emotional intelligence, fostering a collaborative and inclusive working environment
Strong team player who builds trust and partners effectively across all levels of the organization
Comfortable shifting between hands-on execution and strategic thinking as business needs evolve
Agile, tech-savvy, and able to operate in a fast-paced, evolving environment.

Nice To Haves

Experience in both larger organizations (500+ employees) and scrappy, high-growth companies.
SHRM-SCP, HRCI, AIRS CDR, PRC, or A/CIR certification.
Familiarity with benefits and compensation programs (general awareness sufficient; deep expertise not required).
Prior experience in the adtech or technology industry, with a strong understanding of industry trends and business models

Responsibilities

Serve as a trusted advisor to designated business units, building productive relationships with senior leaders and influencing decision-making through data and insights.
Diagnose organizational situations and provide actionable solutions to improve performance, engagement, and effectiveness.
Lead employee relations initiatives including sensitive exits, address employee concerns, facilitate conflict resolution, and conduct investigations as needed.
Influence and guide performance management processes, including vendor selection, tool upgrades, and implementation of systems to support performance and development programs.
Build, refine, and optimize HR processes, systems, and tools to create greater efficiency, improve employee experience and enhance scalability across the organization.
Own, optimize and manage HR operational functions including onboarding, offboarding, compliance tracking, immigration, record maintenance, and reporting.
Leverage data and analytics to package value propositions, influence leaders, and drive operational decisions.
Administer and track HR initiatives such as quarterly performance cycles, talent reviews, and process improvements.
Partner with cross-functional teams to design and implement scalable programs for professional growth and organizational development.
Mentor and coach HR Generalists to support performance and development