Description
The Role:
The Human Resources Director is a hands-on, strategic HR leader responsible for building and managing the full HR lifecycle in partnership with our Professional Employer Organization (PEO). This role will have oversight of employee relations, policy and procedure maintenance, training and development, compensation program management, performance cycles (mid-year and annual), annual benefits design and renewal processing, HR compliance, and other HR duties as assigned. The ideal candidate is a pragmatic builder who can design systems, lead thoughtful change and serve as a trusted advisor to leadership and staff. This is a hybrid position, based in Chicago and requires 3 days in office per week.
What you'll do:
Strategic HR Leadership & Culture Serve as the HR leader-advising executives and managers, aligning HR strategies with organizational goals, and championing an inclusive culture rooted in our values. Establish HR policies, processes, and metrics that scale with growth while maintaining compliance and nonprofit stewardship.
PEO & Vendor Management Manage the PEO relationship (e.g., service delivery, SLAs, escalations, annual benefits, HRIS, compliance updates, and cost optimization). Lead RFPs and renewals; evaluate and negotiate with benefits brokers, payroll providers, HR tech tools, training partners, and other HR vendors.
Employee Relations (ER) Provide confidential, timely guidance to staff and managers on performance, conduct, accommodations, leave, conflicts, and investigations. Coach managers on documentation, progressive discipline, corrective action plans, and separations; ensure respectful, consistent practices.
Policies, Procedures & Compliance Responsible for the HR handbook and policy library; draft, update, and socialize policy changes; ensure version control and staff acknowledgments. Maintain compliance (along with PEO) with federal and multi state employment regulations (e.g., FLSA, FMLA, ADA/ADAAA, EEO, ADEA, Title VII, OSHA, ACA, ERISA, COBRA, Paid Leave, etc.) Coordinate annual EEO-1 and IL Equal Pay Registration Certificate submissions (as applicable and in concert with the PEO); partner with legal as needed.
Compensation & Performance Management Manage the organization-wide compensation program, including job architecture, salary bands, market benchmarking, internal equity, and pay recommendations. Plan and administer the mid-year and annual performance review cycles; support goal setting, calibration, merit/bonus recommendations, and change communications.
Benefits Design & Payroll Lead annual benefits strategy, plan design, and renewal in partnership with the PEO/broker; analyze utilization, costs, and employee feedback; ensure ACA/ERISA/COBRA compliance. Oversee payroll processing (accurate, timely, compliant) in concert with the PEO, including pre- and post-payroll audits, deductions, retro pay, garnishments, and year-end W-2 support, partner with Finance for reconciliation and GL mapping.Learning & Development (L&D) Develop and implement a training roadmap (manager essentials, compliance trainings, onboarding, and professional development). Track and report participation, outcomes, and skill-building across the organization.
HR Operations, Systems & Analytics Serve as HRIS administrator and data steward (with PEO/HRIS); streamline workflows, maintain data integrity, and optimize reporting. Maintain accurate and confidential employee records; oversee position control, org charts, requisition approvals, and onboarding/offboarding. Build and report HR KPIs (turnover, time-to-fill, diversity metrics, engagement themes, compensation analytics, leave/absence trends, safety incidents).
Risk, Investigations & Safety Conduct or oversee prompt, impartial investigations; document findings and outcomes; mitigate risks and recommend corrective actions. Coordinate with leadership on safety, workplace violence prevention, and incident response plans. Ensure safeguarding of personal data and adherence to privacy requirements.
Other Duties as Assigned Support org-wide initiatives (change management, employee engagement, retention, recognition, wellness). Manage HR budget planning and monitoring; identify cost savings and value opportunities.
Requirements
7-10+ years of progressive HR experience, supporting medium to large organizations including experience working in a nonprofit organization. Demonstrated experience managing a PEO relationship and overseeing payroll, benefits, and HRIS workflows. Solid employee relations background with experience conducting investigations, coaching managers, and resolving complex HR matters. Hands-on ownership of compensation programs (benchmarking, salary bands, merit cycles) and performance review processes. Working knowledge of federal and multi state employment laws and requirements. Demonstrated ability to build strong, collaborative working relationships across all levels of the organization, serving as a trusted partner to leadership, managers, and staff. Experience evaluating and refining organizational structures to improve efficiency, communication flow, and role clarity. Strong background in organizational design, including workforce planning, role alignment, and structural assessment. Exceptional verbal and written communication skills, with the ability to translate complex HR concepts into clear, actionable guidance. Experience presenting HR recommendations and insights to executives, boards and cross-functional stakeholders with clarity and professionalism. Proven capacity to learn new systems, processes, and regulations quickly, applying new knowledge effectively in a dynamic, fast-paced environment with minimal ramp-up time. High emotional intelligence and a solutions-oriented approach that fosters trust, engagement, and cross-functional alignment. Comfortable working in a lean environment including being willing to dive into transactional HR work and detailed processes. Adept at navigating ambiguity, rapidly assessing situations, and providing sound, timely judgment. Excellent judgment, discretion, and ethics; strong written/verbal communication and change management skills.
Preferred Experience: Nonprofit experience and an understanding of mission-driven environments and grant/budget constraints. Experience with a variety of HRIS and payroll processing platforms (through PEO or direct). SHRM-CP/SHRM-SCP or PHR/SPHR certification. Experience designing and delivering trainings.
Education: Bachelor's degree in HR, Business, or related field; equivalent experience considered. Master's degree a plus.
