HRBP Partner at Fred Martin Motor Company

Fremont, California, United States -

Full Time

Start Date

Immediate

Expiry Date

22 Jun, 26

Salary

0.0

Posted On

24 Mar, 26

Experience

10 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

Strategic Partnership, Organizational Design, Workforce Planning, Team Effectiveness, Performance Management, Talent Development, Succession Planning, Compensation Planning, Employee Engagement, Employee Relations, Change Management, HR Systems, Data Analysis, Business Acumen, Coaching, Judgment

Industry

Computers and Electronics Manufacturing

Description

ROLE SUMMARY Role: HR Business Partner (HRBP) Location: Fremont, CA We’re not looking for a policy enforcer—we’re looking for a strategic partner, a coach to leaders, and a driver of high-performance culture. As Pebble’s HR Business Partner, you will work closely with leaders across engineering, manufacturing, supply chain, and corporate functions to translate business goals into people strategies. You’ll help scale the organization thoughtfully—balancing speed with structure, performance with humanity, and growth with culture. This role sits at the center of the business, helping leaders make better decisions about their teams, while ensuring we build an organization that can scale without losing what makes Pebble special. -------------------------------------------------------------------------------- RESPONSIBILITIES STRATEGIC PARTNERSHIP * Partner with business leaders to align people strategy with business goals—organizational design, workforce planning, and team effectiveness. * Act as a trusted advisor to managers on leadership, team dynamics, and decision-making. PERFORMANCE & TALENT * Drive performance management processes that are rigorous, fair, and motivating—not bureaucratic. * Coach managers on feedback, development, and performance issues (including difficult conversations and terminations). * Identify and develop high-potential talent; support succession planning and internal mobility. COMPENSATION & REWARDS * Partner with leadership on compensation planning, including merit cycles, promotions, and equity allocation. * Ensure compensation decisions are fair, competitive, and aligned with performance and company philosophy. * Provide data-driven guidance to leaders on leveling, pay decisions, and trade-offs in a resource-constrained environment. EMPLOYEE EXPERIENCE & CULTURE * Champion Pebble’s culture and values across teams, ensuring consistency as we scale. * Partner with leaders to improve engagement, morale, and retention—especially in high-pressure or fast-changing environments. * Serve as a sounding board for employees and managers; navigate sensitive employee relations issues with judgment and care. ORG EFFECTIVENESS & CHANGE * Support org design, team structure, and role clarity as the company evolves. * Lead or support change management initiatives (e.g., restructuring, leadership transitions, scaling teams). * Help leaders move from reactive management → intentional, high-performing teams. HR SYSTEMS & DATA EFFECTIVENESS * Leverage HRIS and people data to drive insights, inform decisions, and improve organizational outcomes—not just reporting. * Partner with HR Ops to ensure systems (HRIS, ATS, performance tools) are accurate, scalable, and enabling the business, while identifying gaps and opportunities for improvement. * Use data to proactively identify trends (attrition, performance, engagement) and translate them into actionable recommendations. CROSS-FUNCTIONAL IMPACT * Partner closely with recruiting, HR ops, and leadership to ensure seamless execution of people initiatives. * Bring insights from the field back to leadership to inform company-wide people strategy. -------------------------------------------------------------------------------- QUALIFICATIONS * 8–12+ years of HR experience, with significant time as an HRBP or in a strategic HR role. * Experience supporting fast-growing startups, manufacturing environments, or technical teams. * Strong business acumen—you understand how people decisions impact company outcomes. * Experience with compensation planning, leveling, and performance-based rewards. * Comfortable working with HR systems and data; able to translate data into insights and actions. * Proven ability to coach and influence leaders at multiple levels. * Strong judgment and discretion in handling sensitive employee matters. * Comfortable navigating ambiguity and operating in a fast-paced, evolving environment. * Excellent communication skills—direct, thoughtful, and able to build trust quickly. * Experience supporting non-exempt workforces and labor compliance is a plus. * Exposure to international teams or cross-border operations (e.g., U.S. and China) is a strong plus.

Responsibilities

The HR Business Partner will act as a strategic partner and coach to leaders across engineering, manufacturing, supply chain, and corporate functions, translating business goals into people strategies. Key duties involve driving performance management, talent development, compensation planning, and championing company culture while scaling the organization.