Senior HR Business Partner

At the Federal Home Loan Bank of Chicago, employees come first - that’s why we offer a highly competitive compensation and bonus package, and access to a comprehensive benefits program designed to meet the needs of our employees. 

• Collaborative, in-office operating model

• Retirement program (401k and Pension) 

• Medical, dental and vision insurance 

• Lifestyle Spending Account 

• Competitive PTO plan 

• 11 paid holidays per year

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Who we are

Our mission at FHLBank Chicago: To partner with our members in Illinois and Wisconsin to provide them competitively priced funding, a reasonable return on their investment, and support for their community investment activities.

Simply said, we're a bank for banks and other financial institutions, focused on being a strategic partner for our members and working together to reinvest in our communities, from urban centers to rural areas. Created by Congress in 1932, FHLBank Chicago is one of 11 Federal Home Loan Banks, government sponsored in support of mortgage lending and community investment.

What it’s like to work here

At FHLBank Chicago, we bring people together. We are committed to a high performing, engaged workforce, and to supporting the communities we serve across Illinois and Wisconsin. Our Buddy Program pairs new hires with tenured employees to guide their onboarding. Our professional development and training opportunities through upskilling, mentorship programs, and tuition reimbursement allow employees to grow their career with us. Our collaborative, in-office operating model brings teams together to foster innovation, connection, and shared success. To support balance and flexibility, employees are provided an allocation of remote days to use as needed throughout the year.

What you'll do:

The Sr. HR Business Partner serves as a strategic advisor and trusted consultant to senior leaders, aligning people strategy with business objectives to drive organizational performance, engagement, and growth. This role operates with a high degree of autonomy and influence, providing expert guidance across workforce planning, talent management, organizational design, employee relations, and change initiatives.

The Sr. HR Business Partner translates business strategy into actionable people priorities, proactively identifies risks and opportunities through data and insight, and partners with leaders to strengthen leadership capability, culture, and workforce effectiveness. In addition, this role owns and advances enterprise workforce planning practices, supports complex employee relations matters, and ensures HR programs, policies, and practices are applied consistently, equitably, and in compliance with applicable laws. The Sr. HR Business Partner plays a critical role in shaping the employee experience and enabling leaders to build high‑performing, inclusive teams.

How you'll make an impact:

• You directly influence how the Bank executes its strategy through people, translating business objectives into people strategies that drive performance, engagement, and organizational effectiveness.
• You help leaders build high‑performing and engaged teams by coaching leaders through change, advancing talent development and succession planning, and cultivating a positive culture
• You bring data, insight, and innovation to HR decision‑making

What you can expect:

Strategic Business Partnership

• Serve as a strategic advisor and trusted partner to senior leaders, aligning workforce strategy with business priorities to drive performance, engagement, and organizational effectiveness.
• Translate business strategies into integrated people plans across workforce planning, talent, leadership capability, and culture.
• Proactively assess organizational health using qualitative and quantitative insights to identify risks, opportunities, and future capability needs.
• Coach senior leaders and managers on leadership effectiveness, change management, and building high‑performing teams.
• Lead and influence organizational design, role clarity, and change initiatives to support evolving business needs.
• Partner with other HR areas such as Total Rewards and Learning & Development to ensure workforce solutions are aligned, scalable, and enterprise‑consistent.
• Foster a culture of trust and inclusion within lines of business; coach