2018 HR Manager Salary Chicago | Built In Chicago
Data + Analytics
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Project Mgmt
HR Manager
Account Executive
Account Manager
Analytics Manager
Android Developer
Art Director
Automation Engineer
Brand Manager
Budget Analyst
Business Analyst
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Business Intelligence Developer
Business Intelligence Manager
CCO (Chief Creative Officer)
CFO (Chief Financial Officer)
CIO (Chief Information Officer)
Client Success Manager
CMO (Chief Marketing Officer)
Community Manager
Content Manager
Content Marketing Manager
Content Strategist
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CPO (Chief Product Officer)
Creative Director
CRO (Chief Revenue Officer)
CTO (Chief Technology Officer)
Customer Support Manager
Customer Support Rep
Data Analyst
Data Architect
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Design Director
Desktop Support
DevOps Engineer
Digital Marketing Manager
Director of Analytics
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Director of Marketing
Director of Operations
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Email Marketing Manager
Engineering Manager
Event Planner
Finance Director
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Front End Developer
HR Coordinator
HR Director
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HR Manager salary in Chicago

Average Base Salary in Chicago

Additional Cash Compensation
Total Compensation
Median: $94K
Min: $65K
Max: $125K

How Much Does a HR Manager Make in Chicago?

The average salary for a HR Manager in Chicago is $93,720. The average additional cash compensation for a HR Manager in Chicago is $9,167. The average total compensation for a HR Manager in Chicago is $102,887. HR Manager salaries are based on responses gathered by Built In Chicago from anonymous HR Manager employees in Chicago.

Chicago by the numbers

Total number of Tech companies in Chicago
Total number of tech users on Built In Chicago

Chicago Companies with the Highest HR Salaries

Mobile, Software
Consumer Web, Fintech
Consumer Web, Fintech
Big Data, Healthtech

HR Manager Salary ranges

The most common HR Manager salary in Chicago is between $80k - $90k.

Average HR Manager Salary by Company Size

People with the job title HR Manager make the most at companies with 51-200 employees, earning $100,800 on average.

HR Manager Salary by gender

The average HR Manager salary for women is $94,889 and the average HR Manager salary for men is $100,000.

HR Manager Salary by Years of Experience

The average salary for a HR Manager with 7+ years of experience is $94,000.

Average HR salaries in Chicago

Job Title Average Salary Salary Range
HR Coordinator $47,791
Min: $38K
Max: $59K
Recruiter $61,804
Min: $40K
Max: $100K
Technical Recruiter $69,409
Min: $40K
Max: $119K
HR Specialist $70,786
Min: $47K
Max: $115K
Senior Recruiter $90,083
Min: $53K
Max: $140K
HR Manager $93,720
Min: $65K
Max: $125K
HR Director $142,813
Min: $85K
Max: $240K
Vice President of Human Resources $186,646
Min: $96K
Max: $218K

HR Manager jobs in Chicago

Human Resources Specialist

2 weeks ago
As an HR Specialist, you will be on the front lines helping identify, resolve and escalate issues going on in the business that need our support.  Our team is nimble, impactful, and creative, and we focus on building successful relationships and delivering value across the entire company. Regardless of the group we support, our goal is provide HR support in broader support of  business needs and working with the regional COEs to deliver high-quality solutions to our internal clients.

Human Resources Internship - Summer 2019

1 week ago
Data auditing and cleaning. Building, running and automating metrics and dashboards. Designing and delivering training to HR team. Researching market trends/benchmarks. Exploring talent questions and telling meaningful talent stories. Voice of the Workforce surveys.

Sr. HR Business Partner

1 day ago
Sr. HR Business Partner 222 W Adams St, 11th Floor Chicago, Illinois, 60606 United States West Monroe isn’t a start-up consulting firm, but we act like one. From day one, our people have the opportunity to make a definitive personal impact for their clients and their careers. What does this mean? It means we seek out the best of the best, and then we challenge them to make us better. Think you're up for the challenge? West Monroe Partners is

HR Analytics Specialist

4 days ago
Drive the adoption of data analytics within the HR team by educating the group on our reporting, providing insights gained from the data, running ad hoc analysis applicable to current business needs, and generating excitement around data driven decision making.  Project manage the identification of, and own operational reporting of designated HR metrics (or KPIs) by working with Business Analytics to automate where applicable and finding alternative solutions when necessary. Identify appropriate opportunities to partner with HR leadership to review operational and ad hoc metrics. Attend HR leadership team (HRLT) meetings to share key insights. Take a consultative approach to understanding what questions HR leadership and business leaders are trying to answer about our talent base, and develop project proposals to identify and deliver solutions to their needs. Project manage and support key data driven projects including – the roll out of new data collection methods, the automation of key reporting, roll out of data deliverables to the business, and analytics to support key HR initiatives (i.e. D&I). Leverage technology to enable self-service reporting where applicable. Maintain awareness and oversight of all HR metrics, including those you own control of and those that are operationally maintained by others. Synthesize information gained from HR analytics to tell a meaningful story about what we see in the data, guide decision making on HRLT, and initiate actions in the business by sharing with partners. Seek external input and research to keep up to date on new concepts and ideas in the HR analytics space, with a focus on how they can be applied here. 

HR Intern, Zoro Tools

1 week ago
The HR Intern will assist the HR team with a wide range of projects including: training and development, recruitment, diversity and inclusion, and orientation and onboarding. The intern will be exposed to several core competencies within the Human Resources function. The Intern will work with managers and employees at all levels in the company. The internship is intended to be educational, and give the intern a better understanding of the role Human Resources plays in a business.

Compensation Analyst w/Benefits - HR Grad Students Wanted!

West Suburbs
1 week ago
The Compensation & Benefits Analyst is a key member of the global Total Rewards team that helps build and align the company’s compensation and benefits programs with the Company’s overall business objectives. The ideal candidate will possess strong functional knowledge of HR business processes and have proven experience with the design, implementation and administration of robust compensation and benefits programs.

Talent Acquisition & Development Manager

10 hours ago
As a Talent Acquisition & Development Manager, you will develop, drive, and execute on the staffing strategies that support our Software Engineering, Product, IES and Business organizations. You will lead a team of staffing professionals. This individual will know how to manage, mentor, and guide a team of recruiters and/or sourcers through the entire recruiting life cycle...

Talent Acquisition Manager

4 days ago
Lead, coach and develop a highly efficient and metrics driven talent acquisition team. Align recruiting priorities with business priorities while partnering with our leaders to develop hiring plans. Lead the long-term employer brand and partnership strategy. Create a company-wide recruiting culture where hiring managers and employees both feel ownership and accountability for bringing top talent to Trunk Club. Develop and implement workforce plans, refine hiring forecasting capabilities, while staying in constant communication with Finance and HR. Ensure Trunk Club is providing a best in class candidate experience, gathering relevant data and reporting on metrics to continually improve our overall process. As needed, manage full-cycle recruiting on high level reqs (typically VP level and above). Provide fresh ideas and insights to advance our talent acquisition strategy and vision for the future.

Human Resources Generalist

6 days ago
The HR Generalist is both a strategic and hands-on role that provides full cycle Human Resources support to assigned business units. The role is critical in executing our people initiatives, providing great internal customer support, and driving HR functional excellence and process improvement. This is a full time exempt position.

VP, Human Resources

6 days ago
Signal is looking for a high performing VP, Human Resources to help us champion Signal’s culture and values. You will partner with other business leaders in building and scaling our organization. The VP, Human Resources has previous experience working in a fast paced, changing environment and possesses strong people, leadership and operational skills with demonstrated success in building a high-performance organization. The successful candidate

Human Resources Representative

1 week ago
The Human Resources Representative is the a critical member of the HR and broader Support Team, providing HR excellence to a growing population of over 100 employees located at our Oakbrook Terrace HQ, satellite offices, and those working remotely. As a HR Representative, you will help to lay the groundwork for Infutor’s people processes and programs while being able to develop your HR generalist skill set. This role requires a proactive self-starter who is both process and culture driven. 

Human Resources Business Partner

1 week ago
Collaborate with the HR Lead to support and guide the implementation of a uniform HR Business Partner model and expectations that promote a strategically focused HR Business Partner team able to provide exceptional, analytics-driven support to functional area partners, in support of business goal achievement. Support the continual monitoring and refinement of model as needed based on HR Business Partner and business feedback, and evolving business needs. Remain informed of industry and disciplinary best practices and key trends. Contribute to the business strategy by helping business functional areas to identify, prioritize, and build organizational capabilities, behaviors, structures, and processes. Review key business performance targets and their related talent implications with functional business leaders. Counsel managers consistent with company policies/practices, legal considerations, compliance regulations, and company priorities—advocating both company and associate concerns. Lead business functions in forecasting and planning their talent pipeline requirements in line with business strategy. Utilize strategic workforce plans to drive talent recruitment and pipeline initiatives; collaborate with HR Centers of Expertise on new / innovative recruitment methods. Execute college recruitment programs designed by HR Centers of Expertise, to further build candidate pipeline for future succession. Drive diversity within talent acquisition, ensuring a balanced and diverse slate of candidates for all positions being recruited. Drive and lead associate engagement efforts through being a visible, active, and involved member of the HRBP team within PDL. Foster HR Business Partner relationships that are built on the HR team gaining deep knowledge of business objectives and providing strategic counsel and analytics in support of goal attainment. Operate as a team of HR Business Partners who act as internal consultants, proactively identifying and partnering with the business in addressing issues and concerns (associate engagement, interpersonal issues, work conditions, etc.). Drive a performance driven culture working with functional areas to ensure that associates understand how their performance contributes to overall business performance. Drive development activities (MD / Succession Planning), ensuring robust IDPs are in place and progressing, especially for associates designated as talent or promotable. Support the business in determining internal and external learning and leadership development options to address the unique learning needs of their associate base and leadership teams.

Skills that affect HR Manager salaries in Chicago

Employee Retention
23% have this skill
Policy and Process Development
23% have this skill
Employee Development & Training
23% have this skill
Talent Strategy
23% have this skill
23% have this skill
19% have this skill

Recent HR Manager salaries in Chicago

Yearly Salary
A HR Manager reported a yearly salary of $120,000 with +$18,000 in additional cash compensation
5-7 Years of Experience
51-200 Employees
Yearly Salary
A HR Manager reported a yearly salary of $95,000 with +$9,500 in additional cash compensation
7+ Years of Experience
Prefer not to say
500+ Employees
Yearly Salary
A Employee Experience Manager reported a yearly salary of $83,000 with +$3,000 in additional cash compensation
1-3 Years of Experience
201-500 Employees
1-5 Reports
Yearly Salary
A Senior Manager, People & Organization reported a yearly salary of $95,000 with +$19,000 in additional cash compensation
3-5 Years of Experience
51-200 Employees
1-5 Reports
Yearly Salary
A TA Manager reported a yearly salary of $100,000 with +$5,000 in additional cash compensation
5-7 Years of Experience
500+ Employees
1-5 Reports
Yearly Salary
A HR Manager reported a yearly salary of $85,000 with +$5,000 in additional cash compensation
5-7 Years of Experience
11-50 Employees
Yearly Salary
A HR Manager reported a yearly salary of $115,000 with +$15,000 in additional cash compensation
7+ Years of Experience
201-500 Employees
1-5 Reports
Yearly Salary
A Manager, HR Business Partner reported a yearly salary of $82,000
7+ Years of Experience
500+ Employees
1-5 Reports
Yearly Salary
A People Manager reported a yearly salary of $90,000 with +$9,000 in additional cash compensation
5-7 Years of Experience
51-200 Employees
Yearly Salary
A HR Manager reported a yearly salary of $84,000 with +$3,000 in additional cash compensation
7+ Years of Experience
51-200 Employees
1-5 Reports
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