If you're an HR professional located in the Chicagoland area and eager to make a meaningful impact, this is the opportunity for you! Join us at KCL as we expand our team with a new People Ops Business Partner. As our company matures, we are seeking a strategic partner to support talent growth, provide best-in-class coaching, and foster transparent communication and developmental feedback for the team. If you find inspiration in your LinkedIn feed, excel at strengthening documentation, and enjoy creating best in class programs, let's start a conversation!

What You Will Do

Strategic HR Leadership: Demonstrate a proven track record in evaluating organizational health, enhancing employee relations, providing impactful coaching, implementing effective performance management systems, driving career development initiatives, and optimizing retention and rewards programs. Foster engagement and cultivate a culture of continuous growth and development in a team that likes to move fast. We believe a MVP is better than nothing and that iterations can follow
Process Improvement: We encourage a culture of proactive change. We want you to feel empowered to suggest and champion transformative ideas that will enhance our organizational effectiveness. Be a catalyst for positive change and contribute to a culture of continuous improvement and learning. Our team is currently digging the openorg.fyi resources
Business Partnership: You will be the business partner for defined departments at KCL. You will be accountable for understanding the organization you support and providing HR expertise, delivering results as a strategic partner and integral member of the People & Culture team. We just finished our employee journey map - thank you Pyn - and we need to encourage adoption by management to drive the self-service mentality in some aspects of HR
People Strategy: One of the reasons I got into HR was because I got to promote someone during my first internship. I stay in HR because in this role you will have the opportunity to provide thoughtful career progression, developmental feedback and create inclusive onboarding to new hires. This takes on even more importance with our all remote structure and is something a person in this role should be passionate about diving into and supporting.
Recruiting: Take ownership of the recruiting aspect for your business lines, leading efforts to attract, select, and onboard top talent that aligns with our organizational goals. This may change in the future, but feel it is important for the BP, who has intimate knowledge of the department, to run with this in the short term to ensure we find people that add to the culture and can fill any gaps the team may have
Data: Identify impactful ways to utilize available data for our teams and influence business leaders. Data is queen here and we want to be able to better equip our teams with the story our numbers are telling. Business intelligence in general and quality of hire is a metric we will be drilling into
Employee Relations: While we don’t see it often, we need someone in this role who has the confidence to skillfully navigate a spectrum of employee relations challenges. Our managers will be looking to you to support them in this process and guide them with best practices and how to stay compliant.
Benefits: Support the creation and administration of competitive benefits programs, encouraging productivity and supporting our team in their career and life goals
Benefits: Ensure clear communication of the benefits program internally and externally, with a focus on enhancing the employee experience. We just won a Best & Brightest in Wellness award and our journey here is just beginning!
HR Program Implementation:If you are in HR, you know how people feel about change. It’s a balancing act and when done well, leads to faster adoption. Help us ensure we’ve got the “why” answered and an understanding of the current state so we can seamlessly implement innovative and effective HR programs, ensuring a smooth transition, widespread adoption, and measurable success across the organization. Projects this year include our compensation philosophy, handbook updates and migration to AirMason, and Learning & Development
Collaboration: Work seamlessly across the organization and have fun doing it!

What You Won't Do

Our finance team runs with some things that you may have touched in the past. At KCL, the People Business Partner won’t be accountable for payroll, state tax set-up, ACA reporting, 401k audits

What We Are Looking For

Minimum of 5 years of People Operations business partnership or generalist experience in technology, financial services, consulting or other industries that have highly-compensated, high-caliber talent
Demonstrated ability to develop trusted advisor relationships across all levels of an organization
Experience working with high-performance teams Experience managing a broad range of benefits programs
Bias towards communication, clarity and transparency
Strategic understanding and execution of excellent people operations as organizational advantage Knowledge of basic U.S. employment law (ie: FMLA and ADA)
Ability to analyze data, understand trends, and develop recommendations for action based on the analysisStrong communication skills with attention to detail and organizationTech forward and familiarity with collaborative user technology and human capital management systems an advantage – ideally Google Workplace, Zenefits, Lever, AirMason and Pave
Bachelor’s degree

This role is remote, but our People team is in the Greater Chicago Area so we are looking for someone in this region as you we will periodically meet in person and you will be required to work CT work hours.

Expected full-time salary range between $100,000 to $120,000 + bonus + benefits. Advertised and actual salary ranges may differ by geographic area, work experience, education, and/or skill level.

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People Ops Business Partner (Remote, Chicagoland)