HR Business Partner

MediaRadar•New York, NY

5d•$105,000 - $135,000•Hybrid

About The Position

The HR Business Partner serves as the primary people partner to MediaRadar’s Commercial organization while contributing to broader company-wide People initiatives. In a lean, high-growth environment, the role partners with client-facing leaders and teams and supports enterprise efforts such as leadership development, performance management, and scalable HR programs. Working closely with HR and Commercial leadership, the HR Business Partner strengthens manager capability, improves organizational effectiveness, and helps ensure the Commercial organization is structured and supported to perform at a high level. The role combines advising leaders on day-to-day team challenges with building systems and programs for a growing organization. This is a full-time, exempt role based in a hybrid New York setting, with a base salary range of $105,000–$135,000, plus bonus and benefits.

Requirements

Experience as an HR Business Partner, including the ability to drive broad enterprise impact in a lean, high-ownership team within an organization of more than 600 people.
Strong business acumen and ability to connect people strategy to revenue outcomes.
Confidence influencing and coaching senior leaders in performance-driven settings.
Skill in designing and facilitating practical, engaging training sessions.
Strong organization skills and ability to manage competing priorities while maintaining attention to detail.
Strong working knowledge of Google Suite.
Proven track record in fast-paced technology or SaaS environments.

Nice To Haves

Experience with HiBob HRIS.
Prior experience in high-growth, VC- or PE-backed organizations.

Responsibilities

Serve as the primary HR point of contact and trusted advisor to the Commercial leadership team.
Develop an understanding of the revenue organization and advise leaders on team structure, role clarity, and performance management.
Coach managers to improve hiring and management practices and address performance gaps early and directly.
Partner with Commercial leaders on organizational design, workforce planning, and change management.
Coach leaders on hiring, performance management, and career development.
Apply business and external-context knowledge to create sustainable HR solutions that support commercial performance.
Manage and resolve complex employee relations issues, including conducting thorough and objective investigations.
Design, develop, and deliver tailored training programs, including performance management, leadership development, and employee lifecycle training.
Advise managers on performance management, career development, and compensation best practices.
Conduct root cause analysis and identify employee-data trends to inform HR strategy and process improvements.
Contribute to broader enterprise People initiatives and strategy.