Senior People Business Partner

Responsibilities

• Strategic HR Business Partnership
• Translate business objectives into people strategies in partnership with Talent Acquisition, including workforce planning, organizational design, and headcount forecasting and succession planning aligned to company milestones.
• Coach and develop managers and senior leaders on performance management, team dynamics, and leadership effectiveness. Equip them with frameworks and tools that make them better operators.
• Lead and facilitate talent reviews and calibration sessions. Ensure the right people are in the right roles at the right time.
• Build and maintain dashboards tracking key people metrics and present actionable insights to leadership on a regular cadence.
• Drive accountability for goals. Partner with leadership to set measurable team and individual performance expectations, and ensure consistent, rigorous performance review cycles are executed on time and with quality.
• Identify organizational risks and workforce gaps before they become problems. Proactively surface trends and recommend interventions.
• Employee Relations & Culture
• Serve as the primary point of contact for employee relations matters in your business unit(s).
• Conduct thorough, impartial investigations and drive timely, well-documented resolution.
• Build and protect a culture of high standards. Radiant's culture is not accidental; it is built deliberately and defended actively.
• Compliance & Operations
• Support operational readiness as Radiant scales: onboarding infrastructure, HRIS integrity, policy development, and cross-functional coordination with Finance and Operations.
• Ensure Radiant remains compliant with federal, state, and local employment law.
• Continuously improve systems, processes, and procedures, with an eye toward scalability, auditability, and a frictionless employee experience.

Qualifications

• Bachelor's degree in Business Administration, Human Resources, Psychology, Economics, or a related field.
• 8+ years of progressive HR business partner experience in fast-paced or startup environments. Prior experience supporting engineering, manufacturing, or production teams strongly preferred.
• Deep expertise in California labor law and compliance.
• Proven track record of partnering with technical leaders to drive measurable people outcomes.
• Strong analytical skills. Comfortable building reports, interpreting workforce data, and translating metrics into leadership recommendations.
• Excellent interpersonal, verbal, and written communication skills.