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Chro In Jobs in Chicago, IL (NOW HIRING)

Davis-Standard

Executive Recruiter

Chicago, IL · On-site

Partner with the CHRO to align PI profiles with leadership competency models and role requirements. * Guide leaders in interpreting PI patterns, cognitive profiles, and role alignment. * Use PI ...

Davis-Standard

Executive Recruiter

Chicago, IL · On-site

Partner with the CHRO to align PI profiles with leadership competency models and role requirements. * Guide leaders in interpreting PI patterns, cognitive profiles, and role alignment. * Use PI ...

AceStack LLC

Client Partner

Chicago, IL · On-site

Business Value driven cross sell and up sell across the C suite [CIO, CTO, CPO, CDO, COO, CFO & CHRO]. Experienced in positioning TCS' offering to generate demand beyond the obvious demand * Ensure ...

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Showing results 1-20

All JobsChro In JobsChro In Jobs in Chicago, IL

Chro In information

See Chicago, IL salary details

$23.7K

$82.2K

$141.6K

How much do chro in jobs pay per year?

As of Sep 9, 2026, the average yearly pay for chro in in Chicago, IL is $82,186.00, according to ZipRecruiter salary data. Most workers in this role earn between $63,400.00 and $91,700.00 per year, depending on experience, location, and employer.

What is the difference between Chro In vs HR Manager?

AspectChro InHR Manager
CredentialsTypically requires HR certifications, experience in HR leadershipRequires HR certifications, experience in HR operations
Work EnvironmentStrategic HR planning, executive-level collaborationDay-to-day HR functions, employee relations
Industry UsageUsed in organizations focusing on HR strategy and cultureCommon across all industries for HR management
Search & ComparisonOften compared for strategic HR rolesCompared for operational HR roles

The main difference between Chro In and HR Manager lies in their focus. Chro In typically handles strategic HR initiatives and organizational culture at an executive level, while HR Managers focus on daily HR operations and employee management. Both roles require HR certifications and experience, but Chro In is more strategic, whereas HR Managers are more operational.

What is the role of a CHRO?

A Chief Human Resources Officer (CHRO) is responsible for overseeing all aspects of an organization's human resources strategy, including talent acquisition, employee relations, compliance, and organizational development. They develop policies, lead HR teams, and align HR initiatives with business goals to support company growth and culture.
Chro In jobs near you
Infographic showing various Chro In job openings in Chicago, IL as of September 2026, with employment types broken down into 100% Full Time. Highlights an 67% In-person, and 33% Hybrid job distribution, with an average salary of $82,186 per year, or $39.5 per hour.

People Operations Generalist (Benefits & Union Operations)

Alsip, IL • On-site

Sertoma Star Services
See more jobs at Sertoma Star Servicesexternal

$68K - $73K/yr

Full-time

Medical, Dental, Vision, Life, Retirement

Re-posted 2 days ago

Key responsibilities

  • Manage the organization's day-to-day labor relations compliance, including interpreting and enforcing the Collective Bargaining Agreement (CBA) and advising managers on union-related matters.

  • Administer the full benefits lifecycle, including health, dental, vision, disability, life insurance, retirement plans, and managing open enrollment and leave processes.

  • Maintain and manage employee data within HRIS systems, generate reports for workforce analysis, and coordinate with finance to ensure payroll and benefits accuracy.

Job description

Position Summary:
The People Operations Generalist provides dedicated operational and administrative support across a multi-site non-profit organization of 650 employees. Reporting directly to the Chief Human Resource Officer (CHRO), this individual functions with a high degree of autonomy to manage the organization's day-to-day labor relations compliance, collective bargaining agreement (CBA) adherence, and comprehensive benefits lifecycle administration. The ideal candidate ensures all workforce workflows align seamlessly with internal agency policies, labor union boundaries, and state/federal regulatory compliance.
Essential Duties and Responsibilities: include the following, although other duties may be assigned to meet the consumer and/or agency needs:
Union Operations & Labor Compliance
  • CBA Administration: Interprets and enforces the active Collective Bargaining Agreement (CBA) to maintain consistent operational workflows across all agency facilities.
  • Grievance Resolution: Investigates employee complaints, collaborates with union stewards, processes formal grievance documentation, and facilitates initial resolution tracking.
  • Supervisory Guidance: Advises line managers and supervisors on union-compliant disciplinary measures, corrective action workflows, and contract parameters.
  • Audits and Compliance: Monitors regional labor compliance benchmarks and assists the CHRO in preparing critical data arrays for future contract negotiation windows.

Comprehensive Benefits Lifecycle Management
  • Plan Administration: Executes the daily administration of health, vision, dental, disability, life insurance, and non-profit retirement accounts (403b).
  • Open Enrollment: Partners with external brokers to plan, communicate, and implement the annual benefits open enrollment timeline for all 650 staff members.
  • Leaves & Accommodations: Independently processes and tracks complex leaves of absence including FMLA, Workers' Compensation, COBRA transitions, and interactive ADA workplace accommodations.
  • Wellness Initiatives: Manages the design and execution of the Employee Wellness Program to promote staff health and retention.

HRIS Platform Mastery & Data Analytics
  • System Administration: Maximizes system utilization by entering and managing all employee life-cycle data within modern HRIS environments.
  • Payroll & Finance Collaboration: Coordinates heavily with the Finance Department to ensure payroll data accuracy, tracking cost-center changes, and auditing monthly benefit premium invoicing.
  • Custom Reporting: Generates demographic, vacancy, retention, and turnover reports directly for the CHRO to guide strategic workforce decisions.

Talent Support & Core Lifecycle
  • Lifecycle Logistics: Assist with facilitating smooth onboarding orientations for new hires, conducts standardized exit interviews and facilitate management development classes.
  • Performance Systems: Coordinates the distribution, monitoring, and administrative completion of annual staff Performance Appraisals.
  • Personnel Audits: Maintains high-fidelity electronic employee profiles, tracking valid licensing, mandatory training records, and compliance documentation.

Other Duties
  • Ability to travel to other work sites for staff and/or management meetings and trainings.
  • Meets requirements and maintain compliance of applicable licensing, funding, accreditation and other state/federal regulatory agencies, including safety requirements and agency policies and procedures.
  • Manage special projects and performs other duties/tasks as needed and/or assigned.

Qualifications:
  • Bachelor's Degree in Human Resources or a closely related field with two (3-5) years of related experience in HRIS systems, benefits administration, wellness programs, and employee engagement initiatives.
  • Minimum of three years labor relations/administrative experience.
  • Ability to effectively multi-task and demonstrate acute attention to detail.
  • Excellent communication skills, both oral and written.
  • Valid driver's license and documentation of current auto insurance, with an acceptable motor vehicle report.
  • Advanced proficiency in the use of computers, software applications, and working knowledge of Microsoft Office Suite programs.

Pay Range: $68,000 - $73,000 per hour

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