HR Business Partner

Working Conditions:

This position operates in a professional office environment within a manufacturing and operational setting. The role routinely uses standard office equipment including computers, phones, printers, and HRIS systems. Regular interaction with employees, supervisors, and leadership across both office and production environments is required.

The HR Business Partner may periodically enter production, warehouse, or shop floor areas and may be exposed to varying temperatures, noise levels, machinery, forklift traffic, and personal protective equipment (PPE) requirements.

Qualifications:

Position Summary: 

The HR Business Partner (HRBP) partners with leadership and employees to support onboarding, employee relations, retention, engagement, supervisor development, compensation alignment, and HR process improvement initiatives. This role helps drive consistency, compliance, and operational effectiveness while supporting Morbark and Alamo Group people initiatives. The HRBP serves as a strategic and operational HR partner focused on enhancing the employee experience while supporting organizational goals.

Key Responsibilities: 

• Take full ownership of orientation and onboarding experience.
• Roll out the Alamo Group standardized onboarding process and integrate site-specific additions.
• Ensure supervisors understand expectations for integrating new hires successfully.
• Implement, track, and follow up on new hire check-ins at 7, 30, 60, and 90 days.
• Manage the 90-day performance review process, including auditing pending reviews, clearing backlog, building tracking dashboards, and training managers.
• Review and revise termination workflows ensuring compliance requirements are maintained.
• Standardize documentation expectations and ensure documentation is timely uploaded into the HRIS.
• Implement and manage the exit interview process while tracking themes and trends.
• Provide summarized exit insights for leadership reporting and functional leaders.
• Track voluntary turnover trends and identify departments with higher attrition.
• Propose retention initiatives and partner with leadership on corrective actions.
• Support employee recognition and engagement initiatives in partnership with HR leadership.
• Develop and deliver supervisor policy training related to disciplinary process, documentation expectations, and policy interpretation.
• Ensure consistent application of policies across departments.
• Manage salaried Request-to-Hire (RTH) requests and requisition creation within the HRIS.
• Implement structured interviewing processes and prepare hiring managers for interviews.
• Partner with HR leadership to ensure compensation alignment and internal equity practices are maintained.
• Handle employee relations cases and identify future mitigation recommendations.
• Review HR workflows, identify inefficiencies, and recommend process improvements to drive operational effectiveness and efficiency.
• Support continuous improvement initiatives and organizational development efforts.

Qualifications: 

• Bachelor’s degree in Human Resources, Business Administration, or related field preferred.
• 3 years of progressive Human Resources experience.
• Strong knowledge of employee relations, onboarding, performance management, and HR compliance.
• Experience supporting manufacturing or operational environments preferred.
• Strong communication, organizational, and problem-solving skills.
• Ability to handle confidential information with professionalism and discretion.
• Experience with HRIS systems, reporting tools, and applicant tracking systems preferred.
• Ability to work collaboratively with leadership and employees at all organizational levels.