Human Resources Business Partner - Learning and Development

The expected salary range for this position is based on several factors including market, funding, candidates experience level, skills, schedule, training, and related knowledge. Our ranges are developed and published as good faith estimates for the position.

Salary Range: $67,000 - $92,000 | Office benefit package (Parking/Remote Expenses): $210/Month subject to change.

The HR Business Partner L&D (HRBP) is responsible for aligning business objectives with employees and management in designated agency departments and programs.  This position serves as a consultant to management on human resources-related issues. The position formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objective of the organization.  

HRBP L&D is responsible for designing, implementing, and managing comprehensive learning and development programs that foster employee growth and skill enhancement. Additionally, the HRBP will develop and maintain key metrics and reporting systems to track the effectiveness of HR and agency initiatives 

Duties & Responsibilities:

Employee Relations 

• Provide day-to-day performance management guidance to management (ex: coaching, counseling, career development, disciplinary actions) for all assigned programs.  

• Lead investigation and resolution process in partnership and in consultation with HR Director.  

• Work in partnership with Management to manage and resolve employee relations issues; conduct thorough and objective investigations when necessary. 

• Work closely with management and employees to foster positive working relationships, build morale, and increase productivity and retention. 

• Coach, lead and facilitate hiring managers to maintain compliance with all federal/state laws and regulations including Affirmative Action Plan compliance. 

• Provide guidance and input on program restructuring, workforce planning, and succession planning.  

• Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Consults with legal team as needed/required. 

• Facilitates employment separations – voluntary and involuntary in consultation with HR Director and legal.  

• Facilitate the Unemployment Process for all assigned programs.  

• Schedule, lead and maintain regular meetings with program managers. Frequency for most should be at least quarterly, IRTS programs at least monthly and RSS at least bi-weekly.  

Learning and Development  

• Oversee Training Institute Programming in partnership with Operations Administrative Manager  

• Conduct needs assessments, identify skills gaps and training requirement for the agency  

• Design Training programs, develop training materials and programs tailored to meet the specific needs of employees.  

• Facilitate Training Sessons: lead workshops, seminars and virtual learning sessions to promote professional development.  

• Evaluate training Effectiveness, assess impact of training programs through feedback, assessments and performance metrics. 

• Collaborate with leadership and managers to align learning initiatives to agency strategy.  

• Develop and Facilitate Level Up Weekly Manager Content and email 

• Develop and Facilitate HR Manager Trainings in partnership with CHRMO and HR Director  

• Participate actively in on-going professional growth and development; maintain appropriate professional behavior and participate in appropriate supervision. 

• Collaborate with Management: Work closely with managers to align learning initiatives with business objectives 

• MS forms and power automated flows – voucher request, position change form etc. 

• Learning and development – gap analysis, develop and implement in partnership with Leadership 

• ADP enhancements and acknowledgment process 

• Mineral and other platforms – in coordination with HR Assistant  

• AI integration 

Metrics and Analytics 

• I9 Management and compliance, process and auditing – partner with HR Director and HR assistant as necessary.  

• Analyze trends and metrics in partnership with the HR group to develop solutions, programs, and policies.  

• Metrics and reporting – HR Dashboard, Quarterly metrics, Equal Pay reports. AAP Reports, ADP Reporting 

• Own HR Lifecycle document, review and update 

• Complete Workforce Analysis report for Affirmative Action Report 

General 

• Maintain awareness of culture, plans, financial position, and competition of the business. 

• Collaborate with colleagues in the HR department to develop policies, programs and solutions. 

• Occasionally coordinate and plan company special events in partnership with HR assistant 

• Participate in company-wide Committee events; sponsored activities, brown bags and informational meetings. 

• Attend and participate in all scheduled team meetings. 

• Maintain an open-door policy for all employees and positions.   

• Maintain a pattern of regular work hours. 

• Complete all paperwork, reports, and charting contemporaneously and in an organized manner. 

• Partnership with other HRBP to ensure consistency among roles 

• Involvement in project management as needed or requested 

• Own and update compliance calendar – review with HR director on a regular basis 

• Write contracts for internal promotions and transfers in collaboration with department management. 

• Conduct voluntary in-person and online survey exit interviews with employees leaving the company. 

•  Maintain HR record maintenance according to record retention requirements for all employee personnel and medical files. 

• Create and update company job descriptions in partnership with managers, TA partners and HR Director. 

• Serve as back-up to other Human Resources team members. 

• Back-up to HR team for new hire orientation as needed, complete I-9s and necessary new hire paperwork. – Facilitate orientation at minimum two times per year 

• Serve on agency charters and committees as assigned.  Participate as a member in the Employee Lifecycle committee.  

• Other duties as assigned 

• Maintain a member of the EID committee 

• Bachelor's Degree related to the field 

• 5+ years Human Resources Experience, preferably with focus on employee performance management 

• 2+ years of Learning and Development Experience  

• Knowledge of MS Office Programs and HRIS system, ADP preferred. 

• Minimum of 3 years' experience in resolving complex employee relations issues. 

• Working knowledge of multiple human resource disciplines, including compensation practices, employee relations, diversity, performance management, OSHA/safety, work comp, and federal and state employment laws. 

• Experience in health care or human services environment preferred. 

• SHRM/HRCI certification preferred. 

• 4 weeks accrued PTO first year of employment
• 12 paid holidays
• Medical, dental, vision, life insurance
• Health Saving Accounts (HSA) + employer contribution and Flexible Saving Accounts (FSA)
• Tuition reimbursement and Student Loan Repayment Assistance
• Dependent Care Account (DCA) + employer contribution
• Reimbursement for professional licensure fees
• Routine supervision from a Mental Health Professional, with access to licensure supervision opportunities
• 403b retirement plan with an employer percentage match
• Employer paid short-term and long-term disability insurance
• Bereavement and paid parental leave
• Employee Assistance Program (EAP)
• Wellness program to support employee overall health and well-being
• Variety of discounts through ADP LifeSmart
• Pet insurance
• Mileage reimbursement
• Casual dress code

RADIAS Health is proud to be a LGBTQIA+, anti-racist, all-inclusive, and equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, religion, color, national origin, sex, age, status as protected veteran, status as a qualified individual with a disability, or any other protected class status.

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