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: $125,000 - 140,000 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.
Team Effectiveness
- 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 complying with defined internal controls as well as suggesting and making modifications to the policies, procedures, and controls to better match the business.
Communicates upward problems in operations, noncompliance with the code of conduct, or other policy violations or illegal actions.
Job Conditions
This role is based in a professional office environment with regular travel of up to 40% to support business operations across multiple locations. Travel may include visits to auto salvage and retail yard facilities, which can involve exposure to outdoor weather conditions, noise, dust, and varying terrain.
Qualifications
- Bachelor's degree in Human Resources, Business Administration, or a related field, or equivalent combination of education and experience
- Minimum of three years of Human Resources Business Partner experience
- Strong knowledge of California employment laws and regulations
- Proven ability to influence others and achieve results through collaboration and partnership
- Experience identifying root causes, overcoming obstacles, and developing solutions to complex business challenges
- Demonstrated ability to manage multiple priorities and competing demands in a fast-paced environment
- Proficiency in Microsoft Word, Excel, PowerPoint, and Outlook
- Strong relationship-building and consensus-building skills with leaders and employees at all levels of the organization
- Experience developing and delivering presentations and effectively documenting issues, alternatives, recommendations, and outcomes
- Ability and willingness to travel up to 40% of the time
Preferred Qualifications
- Knowledge of retail operations preferred
Physical Requirements and Work Environment
Ability to sit for extended periods of time, up to 3-6+ hours per day; be mobile within an office and operational environments; exert up to 10 pounds of force occasionally and/or minimal amounts frequently; keyboard for several hours per day; communicate by phone, in person, and in writing in a professional manner. The individual must possess visual acuity to perform close detail work for operating a computer and examining spreadsheets.
PLEASE NOTE: The above statements describe the general nature and level of work being performed by people assigned to this job. They are not intended to be an exhaustive list of all required responsibilities, duties, and skills.
All applicants must be 18 years of age or older.
Radius Recycling Industries, Inc. participates in E-Verify for all U.S. new hires.
An offer of U.S. employment by Radius Recycling Industries, Inc. or any of its subsidiaries is contingent on the satisfactory completion of a post-offer drug screen and background check.
All new hires must review and sign an Arbitration Agreement. This applies to all U.S. non-union employees.
As an Equal Opportunity Employer, Radius Recycling Industries, Inc. does not discriminate based on race, religion, color, sex, marital status, disability status, national origin or ancestry, veteran status, age, prior industrial injury, sexual orientation, genetic information, or any other protected status under local, state, or federal law.
any other protected status under local, state or federal law.
Equal Opportunity Employer
This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights (https://www.eeoc.gov/poster) notice from the Department of Labor.
