HR Business Partner

HR Business Partner

Solera Senior Living  |  Chicago, IL (with travel to 1–3 additional communities) 

Travel up to 30%

Love to make a difference in the lives of seniors?

At Solera Senior Living, we are guided by our Core Values—Compassion, Communication, Commitment, and Creativity—in everything we do. Our goal is to provide the highest quality care and lifestyle for our residents while fostering a supportive, rewarding workplace for our team members.

We believe living well has no age limit, and that exceptional communities begin with exceptional team members. Guided by our People First philosophy, our People team exists to help team members feel supported, empowered, and equipped to thrive. We are seeking an HR Business Partner to be the on-the-ground people leader for the communities they support.

Compensation

Salary range: $90,000 – $110,000 per year, based on experience, plus annual bonus eligibility and the benefits listed above.

Position Summary

The HR Business Partner is part of each community's leadership team and the person Executive Directors turn to first on talent, team, and culture. You'll also be the local extension of our People Strategy & Operations team, bringing Solera's people programs to life in your communities and bringing what you learn back to shape them.

This role builds on the strong foundation our community HR teams have created. As Solera grows, we're evolving how we support our communities, and the HR Business Partner will help shape what that looks like. You'll work with the People team to design, test, and refine new ways of working, bringing a builder's mindset and a passion for making good things even better.

How You'll Work

This is a matrixed role, and both relationships matter equally.

·       With your Executive Directors: You're a true member of each community leadership team. You show up for stand-ups and key meetings when on site, know the team by name, and are accountable to each Executive Director for the people outcomes in their building.

·       With the People team: You'll partner with the Director, People Strategy, who sets the standards, priorities, and tools you'll use and coaches you in the role. You'll work closely with People Operations, Talent Acquisition, and Learning & Development.

What You'll Do

Community Business Partnership

• Act as a trusted advisor and coach to Executive Directors and department leaders on performance, team dynamics, and organizational decisions

• Help leaders take on their toughest people challenges, including the conversations they've been putting off

• Lead employee relations for your communities: conduct investigations, advise on performance management, and keep documentation accurate and consistent

Talent & Leadership Development

• Partner with Talent Acquisition to drive hiring and onboarding for your communities, from creating hiring plans through interviews, offers, and a strong first 90 days for new team members

• Run talent reviews and performance appraisal cycles locally, and help build bench strength and succession plans so strong leaders are always in view

• Partner with Learning & Development to put leadership development tools and resources to work for emerging, new, and seasoned leaders

Engagement & Retention

• Put Solera's engagement and retention strategy into action, with a sharp focus on frontline team members

• Use engagement survey, turnover, exit, and stay interview data to spot early warning signs and help leaders act before people leave

• Pilot and roll out engagement and recognition programs with community leadership

Consistent, People First HR Operations

• Help design, test, and refine people processes and tools with the People Strategy team, sharing candid feedback on what works in communities and what needs to change before it scales

• Partner with People Operations on onboarding, benefits questions, HRIS data accuracy, payroll issues, leaves of absence, workers' compensation, and compliance with federal, state, and local employment law

• Keep your communities survey-ready at all times, including complete and accurate team member files, current required training and certifications, and HR compliance documentation

• Bring consistency and care to every team member interaction, so local HR support is reliable and an example of People First

• Use technology and AI responsibly to save time, sharpen insight, and create more capacity for partnering with leaders

How We'll Measure Success

Success in this role is measured by team member engagement, new hire retention, and hiring progress against each community's workforce plan.

What You Bring

• Bachelor's degree in Human Resources, Business, or a related field, or equivalent experience

• 3+ years of progressive HR experience; multi-site or regional HR business partnering strongly preferred

• Experience with employee relations, including investigations and performance management

• Ability to build trust with operational leaders and handle sensitive matters with discretion

• Working knowledge of federal and state employment law (multi-state experience a plus)

• Comfort with HRIS systems and HR reporting, and the ability to turn data into insight

• Enjoys building and improving processes in a fast-moving, growing organization, and is energized by ambiguity rather than slowed down by it

• PHR/SPHR or SHRM-CP/SCP preferred; senior living, healthcare, or hospitality experience a plus

• Ability to travel up to 30% between assigned communities

What Solera Offers You

• A growing company with opportunities for career advancement

• Immediate pay access — no more waiting for payday

• Tuition reimbursement to support your professional growth

• Comprehensive medical benefits with discounted gym memberships

• Dental, vision, life, and disability insurance

• 401(k) retirement plan with company match

• Paid holidays and paid time off

• Employee Assistance Program (EAP)

• Perks and employee discount programs

• Supportive, team-oriented workplace culture

Solera Senior Living is an Equal Opportunity Employer. We are committed to providing equal employment opportunities to all employees and applicants without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, genetic information, veteran status, or any other protected status under applicable law.

All offers of employment are contingent upon the successful completion of a background check.

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