HRBP at Morbark Inc

Fremont Township, Michigan, United States -

Full Time

Start Date

Immediate

Expiry Date

15 May, 26

Salary

0.0

Posted On

14 Feb, 26

Experience

5 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

Performance Management, Talent Upgrading, Employee Relations, Data-Driven Decision Making, Coaching, Succession Planning, Change Management, HRIS Utilization, Workforce Planning, Lean Principles, Investigations, Performance Reviews, Interpersonal Skills, Data Analysis, MS Excel, MS PowerPoint

Industry

Machinery Manufacturing

Description

We are hiring for an HRBP. Qualifications The Human Resources Business Partner (HRBP) is a performance-driven, operations-embedded leader responsible for elevating workforce accountability, strengthening frontline leadership capability, and driving measurable business results. This role is a highly visible operational partner accountable for improving retention, upgrading talent, reinforcing standards, and ensuring consistent execution of performance expectations across the plant. The HRBP plays a critical role in sustaining a high-performance, culture through disciplined leadership practices, proactive employee relations, and data-driven decision making. Essential Functions on the Job: Operational Performance Partnership • Partner with site leadership to drive workforce performance • Align people strategies with operational KPIs • Identify workforce risks impacting production continuity • Hold leaders accountable for consistent policy execution Performance Management & Leadership Discipline • Reinforce clear expectations and measurable performance standards • Coach supervisors on candid performance conversations • Ensure corrective actions are objective and consistent • Drive structured performance review rigor Workforce Stability & Talent Upgrading • Support high-quality hiring aligned to performance expectations • Reduce early-stage turnover through structured onboarding • Identify skill gaps and support succession planning • Address low performance while accelerating high-potential talent Employee Relations • Maintain visible plant presence • Foster a climate of trust and accountability by addressing employee concerns promptly and constructively • Identify engagement risks proactively • Ensure investigations meet legal and ethical standards Continuous Improvement & Process Rigor • Standardize HR processes aligned with Lean principles • Use data to identify root causes of workforce trends • Implement measurable HR improvement initiatives • Report workforce metrics monthly HR Analytics & Technology Utilization • Leverage HRIS and workforce systems for reporting • Provide leadership dashboards linking workforce trends to outcomes • Use predictive insights to anticipate retention risks. Knowledge, Skills and Abilities (KSA’s): * Ability to coach frontline leaders on performance management and accountability * Ability to analyze workforce data to identify trends and root causes * Understanding of workforce planning and talent lifecycle management * Knowledge of LEAN/continuous improvement principles as applied to HR processes * Knowledgeable of change management principles in fast-paced environments * Ability to think systematically about workforce impact on business performance * Knowledgeable in payroll and HRIS systems required, experience with ADP or Workday preferred. * Excellent interpersonal skills with the ability to communicate with diverse work groups at all levels of the organization. * Able to plan, organize, and prioritize work while demonstrating flexibility to adapt to shifting priorities. * Advanced knowledge in MS Word, Excel, and PowerPoint. * Ability to work extended hours as needed to complete assignments. * Key Performance Indicators: * Measurable reduction in voluntary turnover * Reduction in absenteeism and attendance * Improved supervisor documentation quality and timeliness * Increased percentage of high-performing employees * Decrease in recurring employee relations issues * Improved engagement survey results tied to leadership effectiveness * Demonstrated ability to exhibit and model Alamo Group's Core Competencies: * Leading Change/Change Management- Balance change and continually strive to improve business performance * Leading People/Teamwork- Design and implement strategies that maximize employee's potential and foster high ethical standards * Communication- Explain, advocate and express facts and ideas in a convincing manner and negotiate with individuals and groups * Business Acumen- Understand and interprets business metrics and utilizes latest business strategies to focus on outcomes and create opportunities for success * Results Driven/Process- Make timely and effective decisions and produce results through planning and implementation of processes, systems, and programs, stressing accountability and continuous improvement Education and Experience: * Bachelor's degree in Human Resources, Business Management or a related field, or equivalent experience required * 6-10 years progressive HR experience * Experience in a Manufacturing operation is preferred. * SHRM-CP or PHR certification desired.

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Responsibilities

The HRBP partners with site leadership to drive workforce performance, aligning people strategies with operational KPIs and reinforcing clear expectations for supervisors. This role is also responsible for workforce stability through structured onboarding, talent upgrading, and maintaining a climate of trust via proactive employee relations.