Human Resources Business Partner

General Position Summary & Responsibilities

The Human Resources Business Partner is responsible for developing and executing HR and talent strategies that support the business objectives and annual operating plans of the client groups they serve, while ensuring alignment with Radius policies, practices, and guidelines. The primary client groups for this role include the leadership teams and employees within the assigned region.

This role may serve as a project lead for HR initiatives, coordinating and guiding the efforts of peers in the development and implementation of HR programs, policies, processes, and other strategic projects.

Success in this role requires a strong understanding of business operations and the ability to translate business needs into effective people strategies. The Human Resources Business Partner is expected to use data and business insights to identify challenges, diagnose root causes, and develop practical, tailored solutions that support organizational performance and business objectives. The ability to build trusted relationships, influence decision-making, and drive measurable results is essential.

This position offers competitive pay along with a variety of benefits including medical, dental and vision plans for both you and your dependents; 401k with company match, Flexible Time Off, and paid holidays.

Salary Range: $125, annually

Essential Functions

Performance Management

• Help leaders diagnose and solve performance problems.
• Identify trends and issues with performance across the client group and propose solutions .
• Project manage the execution of goal setting, formal feedback and reviews, and pay planning.

Workforce Planning Development

• Develop, execute, and monitor the strategic workforce plan to ensure the best talent is available for critical positions as needed.
• Assess the performance, potential, and readiness of talent for critical positions. (e.g., leadership and supervision, specific functional/technical roles)
• Provide coaching and developmental support for high potential and high performing talent through one-on-one interaction and planned development interventions.
• Drive improvement and/or exit plans for underperformers through the managers.
• Project-manage the execution of succession planning and individual development planning process.

Staffing and Onboarding

• Assists managers with job design and decisions about opening requisitions
• Provide guidance to recruiting function in sourcing and screening candidates, as well as new hire compensation.
• Assesses candidates as part of the hiring team and ensures hiring team is using data-based decision processes to make a final decision.
• Partners with the team to ensure appropriate processes are followed for staffing open positions.
• Customizes on-boarding plans for key positions and works through hiring managers to implement
• Orients new employees to ensure that they are properly informed about the Radius organization and advised of employee benefits, programs and responsibilities.

Compensation

• Monitors and maintains exempt and hourly staff compensation at cost effective and competitive levels.
• Coordinates with the Radius compensation in the development, evaluation and classification of jobs and communicates the market trends, recruitment challenges and retention issues that may impact compensation decisions for certain classifications or geographic locations.
• Works with Payroll and HRIS to ensure understanding of and accurate and timely processing of employee time reports, personnel actions and the integrity of information in the Human Resources Information System.

Employee Relations

• Acts as escalation point for employee complaints and issues.
• Coaches’ managers in preparing and executing on plans to solve employee relations issues.
• Researches, analyzes and conducts internal investigations related to employee complaints of unlawful discrimination or other issues of a serious nature. Drafts responses and recommends appropriate action.

Organization Design

• Identifies organization design issues that hinder performance and propose solutions.
• Assess team effectiveness for critical teams, identify trends and issues and propose solutions.
• Act as a trusted resource and help to manage conflict or issues among leadership teams.

Cultural Development

• Assess employee attitudes and their impact on organizational performance.
• Diagnose issues and propose solutions.

HR Operations

• Consults with leaders on the interpretation and application of federal, state and local regulations and on Company policies, procedures and programs.
• Reviews recommended personnel actions to ensure compliance with company guidelines and applicable federal and/or state rules and regulations; recommends course of action; maintains pertinent statistics and prepares reports.
• Coordinates the maintenance of complete and accurate files and records in support of human resources programs and initiatives.

Internal Control Responsibilities

Supports Internal Control process which includes understanding, communicating, and…