Roles › Human Resources Business Partner
Chicago, IL
Human Resources Business Partner jobs in Chicago, IL
6 open roles from 5 employers. Checked Oct 6, 2026.
What these openings look like
5 employers are hiring here: Jones Lang LaSalle, Northern Trust, HNTB and Dyson. 4 of the 6 publish a pay range, running $91,800 to $194,700 a year. The rest do not say. Every posting is full time. The most recent went up on Sep 30, 2026.
Every listing links to the employer's own application. Nothing is posted here on their behalf, and nothing is reposted from anywhere else.
Open roles
HR Business Partner
Posted Sep 30 · Verified Oct 6
Human Resources Business Partner
Posted Sep 24 · Verified Oct 6
HR Business Partner
Posted Sep 4 · Verified Oct 6
Human Resources Business Partner
Posted Sep 4 · Verified Oct 6
Human Resources Business Partner
Posted Sep 2 · Verified Oct 6
HR Business Partner
Posted Jun 11 · Verified Oct 6
What it pays here
Only some employers publish a range. These are the ones that did, as written in their own postings:
- $114,500–$194,700 a year
- $105,591–$165,155 a year
- $115,000–$150,000 a year
- $91,800–$140,700 a year
What they ask human resources business partner candidates here
Drawn from the 6 open postings on this page. The ones that come up across several employers are near the top.
A manager comes to you because a strong performer just told them they're thinking of leaving. How do you coach that manager?
What they are checking: Whether they coach managers through moments that matter instead of stepping in and handling it themselves.
Tell me about a time you used data to change a business leader's mind about a people decision.
What they are checking: Ability to bring evidence and business sense to HR advice, which builds credibility with leaders.
How would you roll out a new global HR program to a local team that's skeptical of it?
What they are checking: Change management skill and adapting a global product to local needs without losing its purpose.
Walk me through how you'd handle an employee relations complaint about a manager's behavior.
What they are checking: Sound process, fairness, documentation and knowing when to bring in legal or employee relations specialists.
What do you think makes an employee experience feel good, beyond pay and benefits?
What they are checking: Real understanding of purpose, energy and engagement, which this People Experience team is built around.
How do you decide which requests to handle yourself and which to route to HR service delivery?
What they are checking: Clarity about the partner role versus transactional work, so their time goes to strategic support.
A business leader wants to restructure a team quickly. What do you need to think about first?
What they are checking: Ability to balance speed with legal risk, communication and impact on remaining employees.
Tell me about a time you had a hard conversation with a senior leader about their own behavior.
What they are checking: Courage and tact in giving upward feedback, which a trusted HR partner must be able to do.
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