Human Resources Manager at Moody Nolan in Chicago, IL

The HR Manager is responsible for managing and executing human resource policies and procedures, as well as developing the HR team and supporting managers to effectively lead their teams. This role serves as the primary resource for employee relations, performance management, recruiting, improving HR processes, and ensuring compliance. The HR Manager collaborates closely with Payroll, Benefits, and Firm leadership to support business objectives while maintaining a positive and productive work environment across all offices.

The ideal candidate is a highly organized, hands-on, self-starting HR professional with an entrepreneurial mindset who can navigate conversations, build consensus, and is equally comfortable managing employee relations issues, interpreting employment laws, administering HR policies, and driving organizational initiatives while building trust, consistency, and accountability across the firm.

Primary Responsibilities:

HR Team Leadership and Operations

• Lead, manage, and develop the HR team, establishing clear priorities, accountability, and service expectations.
• Oversee the day-to-day execution of HR operations and ensure consistent, timely, and employee-centered support across the firm.
• Evaluate HR workflows, team responsibilities, and service delivery; identify and implement improvements to strengthen efficiency, clarity, and responsiveness.
• Model a hands-on, service-oriented approach to HR leadership, stepping into both strategic and tactical work as needed.

Employee Relations and Compliance

• Serve as a primary resource for employee relations matters, including performance concerns, conflict resolution, workplace issues, corrective action, investigations, and separations.
• Coach managers and leaders through employee relations issues with a balanced approach that supports accountability, fairness, and risk mitigation.
• Help ensure HR policies, practices, and employment decisions are legally compliant, well-documented, and consistently applied.
• Monitor employment law developments and update HR policies, practices, and training as needed.
• Provide guidance to leaders on employee relations, workplace conduct, performance management, and people-related risk.

Talent Acquisition, Onboarding, and Performance Management

• Support recruitment efforts for firmwide hiring needs, partnering with leaders to define roles, improve hiring processes, and strengthen candidate experience.
• Manage the external recruiting resources and recruitment budget while monitoring recruiting effectiveness and return on investment.
• Oversee pre-hire, onboarding, orientation, and new-hire integration processes to support and ensure a positive employee experience.
• Ensure leaders are equipped to conduct meaningful new-hire check-ins and provide clear performance expectations.
• Develop and maintain job descriptions that support recruiting, role clarity, performance management, and compensation alignment.
• Support the implementation and administration of practical performance management processes, including feedback, development planning, and manager guidance.
• Provide guidance on promotions, transfers, organizational changes, and workforce planning.
• Partner with leadership on talent development, internship programming, career pathing, and succession planning efforts as needed.

Policies, Procedures, and Risk Management

• Lead the development, maintenance, interpretation, and communication of HR policies, procedures, and employee handbook content.
• Ensure compliance with federal, state, and local employment laws across multiple states.
• Ensure HR policies and practices are fair, practical, compliant, and consistently applied across the firm.
• Maintain policies and guidance related to employee essentials such as working hours, timesheets, leave, workplace conduct, and employment laws.
• Establish clear documentation standards and support consistent HR recordkeeping and employee file management.

HR Systems, Reporting, and Process Improvement

• Optimize and support data management with the HRIS system, UKG Pro, and related operational system, Deltek Vantagepoint.
• Ensure accuracy and integrity of employee records, organizational structures, and reporting relationships.
• Develop and maintain HR metrics, dashboards, and reports for leadership.
• Identify opportunities to improve HR processes, workflows, and system utilization. ****

Compensation

• Help maintain competitive and equitable compensation structures and support participation in relevant compensation benchmarking efforts.

• Support leave administration, workers’ compensation coordination, and related compliance obligations in collaboration with benefits and payroll.

Qualifications

• Bachelor’s degree in Human Resources, Business, Organizational Leadership, or a related field preferred.
• SHRM-CP, PHR, SHRM-SCP, or SPHR certification required.
• 8+ years of progressively responsible HR experience, including employee relations, performance management, compliance, and multi-state HR administration.
• Experience in architecture, engineering, construction, or other professional services environment strongly preferred;
• Strong background in employee relations, employment law / HR compliance, recruiting, performance management, and policy administration.
• Experience supporting compensation plans, leave administration, and HR best practices.
• Strong organizational, operational, and conflict-resolution skills, with the ability to manage multiple priorities and deadlines while maintaining consistent follow-up.
• Demonstrated ability to build trust, coach leaders, navigate complex employee matters, and build consensus across teams.
• Strong business judgment and the ability to apply HR expertise in a practical, service-oriented, and solutions-focused way.
• Ability to maintain confidentiality and exercise sound judgment.
• Ability to Make an Impact: Inspired to perform well by the ability to contribute to the success of a project or the organization

Salary Range: Starting salary range $110,000 (The specific salary offered may be influenced by a variety of factors including but not limited to the candidate's relevant experience and education.)

Why Moody Nolan?

Our culture Moody Nolan is a diverse workplace, founded on the principles of equity and inclusion. We believe the best designs come from divergent perspectives working together toward a common goal. We pursue design excellence and use architecture as a catalyst to uplift and empower communities.

With 12 offices nationwide, we champion one another in achieving career aspirations while balancing life's demands. We’re always looking for new talent to join us in creating the future of design.

What we doWe practice responsive architecture and responsible citizenship— designing solutions unique to our clients, community, and the environment. We listen intently and analyze creatively to design spaces that reflect the culture of our clients and the communities they serve. As responsible citizens, we design spaces that prioritize human health and protect the Earth’s ecosystems.

We believe in leading by example— it’s why our firm is diverse by design. As the largest African American-owned firm, equity and inclusion shape our firm culture and guide our design decisions. We challenge the status quo to create equitable design solutions that address systemic racism and inspire positive social change.

What we offerOur employee benefits support you for the long term—from continuing education to retirement planning—we’re here to help you succeed.

We offer: Paid Vacation and Wellness Time 9 paid Holidays Parental & Related Leaves of Absence Medical, Dental, and Vision 401k Retirement Plan Life Insurance Disability Insurance Accident and Critical Illness Programs Section 125 Premium Program Flexible Spending and Health Savings Account Certification and Licensure Credit Career Mentoring and Advancement Transit and Parking Allowance

Sound like a good fit? We’d love to meet you.

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