The HR Manager plays a key leadership role in supporting the Chicago office’s lawyers and business professionals. Working in close partnership with the HR Director, the HR Manager delivers a full spectrum of human resources services, including employee relations, talent management, performance processes, onboarding/offboarding, policy interpretation, and HR operations. This role serves as a trusted advisor to office leadership, a resource to employees at all levels, and a driver of initiatives that strengthen culture, engagement, and organizational effectiveness.

Leadership & Team Development

• Supervise, coach, and develop junior members of the Chicago HR team to foster a collaborative, high-performing, and service-oriented environment.
• Serve as a key partner to the HR Director and act as backup during absences, ensuring continuity of HR operations and support for the Chicago office.

Employee Relations & Manager Support

• Provide guidance to managers and supervisors on employee relations issues, performance concerns, and the interpretation of personnel practices, policies, and employment laws.
• Conduct and document workplace investigations, ensuring fair, consistent, and timely resolution.
• Coach managers on effective feedback, performance conversations, and conflict resolution.

Talent Management & Performance

• Oversee performance management processes for business professionals, including goal setting, midyear and annual reviews, and compensation recommendations.
• Serve as an HR advisor and liaison to key lawyer committees, including the Committee on the Evaluation and Compensation of Associates, the Lawyer Mentoring Committee, and the Associate Relations Committee.
• Support talent development and engagement efforts by identifying opportunities for learning, growth, and improved employee experience.

Onboarding & Offboarding

• Manage the onboarding process for lawyers and business professionals, including orientation, integration support, and coordination with relevant departments.
• Oversee the exit process, including documentation, interviews, and analysis of trends to support retention and engagement strategies.

HR Operations, Compliance & Data Integrity

• Oversee personnel data accuracy within the Firm’s HRIS system, including new hires, job changes, salary adjustments, leaves of absence, disability, terminations, and other employment-related actions.
• Partner with firmwide HR functional areas to effectively implement HR initiatives, policies, and programs in the Chicago office.
• Maintain up-to-date knowledge of federal, state, and local employment laws and ensure HR practices reflect compliance and best practices.

Strategic Partnership & Continuous Improvement

• Anticipate HR-related needs and collaborate with the HR Director to develop integrated solutions aligned with office and Firm objectives.
• Provide insights and recommendations using HR metrics and trends to support leadership decision-making.
• Recommend and implement new approaches, policies, and procedures that enhance the efficiency and effectiveness of the HR function.

Other Responsibilities

• Support or lead HR-related projects and initiatives across the Chicago office as needed.
• Perform other duties as assigned.

Salaries vary by location and are based on numerous factors, including, but not limited to, the relevant market, skills, experience, and education of the selected candidate. If an estimated salary range for this role is available, it will be provided in our Target Salary Range section. Our compensation package also includes bonus eligibility and a comprehensive benefits program. Benefits information can be found at Sidley.com/Benefits.

To perform this job successfully, an individual must be able to perform the Duties and Responsibilities (Duties) above satisfactorily and meet the requirements below. The requirements listed below are representative of the minimum knowledge, skill, and/or ability required. Reasonable accommodations will be made to enable individuals with disabilities to perform the essential functions of the job. If you need such an accommodation, please email staffrecruiting@sidley.com (current employees should contact Human Resources). 

Education and/or Experience: 

Required:

• Bachelor’s degree in Human Resources, Business Administration, or a related field.
• 5–7+ years of progressive HR experience with demonstrated success in employee relations, performance management, and HR operations.
• Strong working knowledge of federal, state, and local employment laws and regulatory requirements.
• Experience advising and coaching managers on complex and sensitive employee relations issues.
• Demonstrated ability to manage performance cycles, compensation recommendations, and talent management processes.
• Proficiency with HRIS platforms (Workday, Ultipro/UKG or comparable systems) and strong commitment to accurate data management.
• Excellent communication skills, with the ability to influence and build relationships across all levels of the organization.
• Experience supervising or mentoring HR team members.
• Strong analytical skills, with the ability to interpret data, identify trends, and present insights to leadership.
• Proven ability to manage multiple priorities while maintaining professionalism, confidentiality, and a high level of service.

Preferred:

• Experience in a law firm, professional services, or partnership-based environment.
• Background collaborating with firmwide or multi-office HR teams and functional areas (e.g., Talent Development, Compensation & Benefits, etc.).
• Experience supporting attorney populations or other exempt-heavy client groups.
• Familiarity with compensation benchmarking and salary administration processes.
• Demonstrated success leading or contributing to organizational change or HR project initiatives.
• Advanced proficiency with HR reporting tools and analytics.
• SHRM-CP, SHRM-SCP, PHR, or SPHR certification.

Other Skills and Abilities:

The following will also be required of the successful candidate:

• Able to manage multiple projects with competing deadlines and priorities
• Strong organizational skills
• Strong attention to detail
• Good judgment
• Strong interpersonal communication skills
• Strong analytical and problem-solving skills.
• Able to work harmoniously and effectively with others
• Able to preserve confidentiality and exercise discretion
• Able to work under pressure

Sidley Austin LLP is an Equal Opportunity Employer.

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