HR Business Partner

At Virtual Radiologic (vRad) you make a difference.  Your skills, energy, and passion for results drive us to achieve strategic growth objectives and deliver quality patient care across the United States.

Virtual Radiologic is a national radiology practice and leader in the development of radiologist workflow technology. The dedication of vRad team members enables us to sustain our unique market-leading position and to provide the best quality and service to our customers and the patients we jointly serve.  vRad team members exhibit energy and a passion for service excellence in our casually professional and collaborative work environment. We continually reward team members who embrace our fast-paced culture and who go the extra mile for our customers with internal recognition programs.

At vRad you make a difference.

Location: Local Twin Cities candidates preferred.

Summary:

The Human Resources Business Partner (“HRBP”) serves as a trusted advisor to assigned leaders and supports the consistent execution of HR strategies, programs, and day-to-day people practices across the business. Reporting to the Manager of Human Resources, the HRBP translates business and HR priorities into practical solutions in employee relations, performance management, talent planning, engagement, organizational change, workforce planning, and compliance.

The role balances strategic partnership with hands-on execution, uses data and sound judgment to guide decisions, and collaborates with the broader HR team to deliver a consistent team member and leader experience. The HRBP also reinforces vRad values and helps foster an inclusive, collaborative, and high-performing workplace.

Essential Duties and Responsibilities:

• Leader Partnership & Organizational Support: Build an understanding of assigned departments, workforce needs, and leader priorities. Coach leaders on consistent people practices, communication, accountability, engagement, and team effectiveness. Use workforce data and case trends to identify concerns, recommend actions, and support workforce decisions.
• Strategic Partnership & Change Management: Translate business and HR priorities into practical people solutions. Support organizational change initiatives by assessing team member impacts, preparing leaders, coordinating communications, and helping implement changes effectively.
• Talent Management & Development: Support workforce planning, talent reviews, succession planning, retention, internal mobility, and development initiatives to ensure the organization has the skills and capabilities needed to achieve business objectives. Identify development needs and coordinate learning opportunities that enhance leader and team member performance and growth.
• Team Member Relations & Culture: Serve as a trusted advisor to leaders and team members by addressing workplace concerns, conducting investigations, resolving conflicts, and fostering an inclusive, collaborative, and values-driven work environment. Independently manage assigned team member relations matters from intake through resolution and escalate complex, high-risk, or precedent-setting concerns to the Manager of Human Resources.
• Performance Management: Facilitate performance management processes, including goal setting, ongoing feedback, performance reviews, development planning, and corrective action. Coach leaders on establishing clear expectations, addressing performance concerns, preparing appropriate documentation, and applying performance practices consistently.
• Recruiting & Onboarding: Partner with leaders to identify hiring needs, clarify position requirements, update job descriptions, and support candidate selection and offer processes. Coordinate with recruiting and compensation partners as needed, prepare or facilitate required employment documentation, and support onboarding, orientation, and early team member integration.
• HR Operations, Systems, Analytics & Compliance: Initiate, review, and monitor transactions in Workday and other HR systems; maintain accurate team member records and documentation; and monitor required approvals and outstanding actions. Analyze workforce data and metrics to identify trends, support decision-making, drive continuous improvement, and ensure compliance with employment laws, regulations, and organizational policies.
• HR Service Delivery & Team Member Support: Provide day-to-day HR support to leaders and team members addressing questions related to benefits, pay, leave administration, policies, and employment practices. Partner with internal subject matter experts and vendors as needed to ensure timely resolution of issues, seamless team member experiences, and consistent application of HR programs and processes.
• HR Projects & Process Improvement: Lead and participate in ongoing HR initiatives and cross-functional projects that support organizational priorities, enhance team member experience, improve operational efficiency, strengthen compliance, and advance HR programs, processes, and systems.
• Perform other duties as assigned.

Qualifications/Education:

• Bachelor’s degree in human resource management, business administration, or a related field; equivalent relevant experience may be substituted for the degree.
• 5+ years of progressive human resources experience.
• Demonstrated experience supporting multiple HR functions, including team member relations, performance management, recruitment, onboarding, leave, benefits, compensation, HR systems, and policy administration.
• Working knowledge of employment laws, HR best practices, and compliance requirements.
• Experience independently managing team member relations matters and workplace investigations.
• Ability to complete detailed transactional work while providing practical guidance and consultation to leaders.
• Experience using HR information systems, preferably Workday, and maintaining accurate records and documentation.
• Strong organizational and project-management skills, with the ability to manage a high volume of requests, cases, processes, and deadlines.
• Strong communication, customer service, relationship-building, coaching, problem-solving, and influence skills.
• Ability to handle sensitive and confidential matters with discretion, empathy, integrity, and mature business judgment.
• Ability to collaborate effectively and adapt to changing priorities, ambiguity, and organizational change.

Location Requirement:

Candidates must reside in Minnesota to be considered for this position.

Job Classification:

Sedentary- Exerting up to 10 pounds of force occasionally and/or a negligible amount of force frequently.  A sedentary job involves sitting most of the time.

Work Location and Travel Requirements:

This position is primarily remote. Attendance at scheduled monthly onsite meetings at designated vRad locations is required. Additional onsite attendance may be required periodically for leadership meetings, team gatherings, training, business initiatives, workforce planning, and other organizational events. Onsite and travel requirements may vary based on business needs.