Human Resources Business Partner

JOB SUMMARY

Marki Microwave is seeking a strategic, hands-on HR Business Partner (HRBP) to serve as a trusted advisor to leaders across engineering, operations, and manufacturing. Reporting to the SR Director, Human Resources, the HRBP translates business strategy into HR priorities — partnering with leaders on workforce planning, organizational design, talent management, and employee relations — while staying close enough to day-to-day operations to step into tactical and operational HR activities when the business needs it. The HRBP also owns full-cycle talent acquisition for their assigned business sector, from workforce planning through offer, rather than serving in a purely supporting capacity.

ESSENTIAL DUTIES AND RESPONSIBILITIES

Strategic Business Partnership & Workforce Planning

• Serve as a trusted advisor to assigned client group(s) (e.g., Engineering, Operations, Manufacturing), translating business strategy into HR priorities and workforce plans.
• Partner with leadership on organizational design, workforce planning, and headcount planning to support Marki's growth and program requirements.
• Provide business and industry trend expertise, anticipating the workforce impact of technology, market, and regulatory change.
• Participate in succession planning processes focused on current and future organizational needs.

Talent Management & Organizational Development

• Lead talent management strategies, including skills-gap analysis, career-path mapping, and development/training programs.
• Coach and consult with managers on performance management, promotions, and career-development conversations.
• Champion continuous improvement of the employee experience and support Marki's position as an employer of choice.
• Partner recruiting outcomes and workforce data with internal mobility, career-pathing, and succession-planning decisions.

Talent Acquisition

• Own the full-cycle talent acquisition strategy and execution for the assigned business sector, including technical, engineering, and manufacturing requisitions — from workforce/hiring plan through offer and close.
• Partner with hiring managers to define role requirements and competencies, build sourcing strategies, and drive candidates through screening, interviewing, and selection.
• Build employer-brand and candidate-experience initiatives that strengthen Marki's ability to compete for technical talent.

Employee Relations & Manager Coaching

• Coach, consult, and influence leaders on the importance of people practices, culture, and their link to business outcomes.
• Advise and partner with managers and employees on employee-relations matters — including performance issues, conflict resolution, terminations, and complaints of harassment or discrimination — ensuring consistent, compliant, and fair resolution.
• Provide facilitation and change-management support to leadership teams and employee groups navigating organizational changes.

Culture, Engagement & Employee Experience

• Design and support programs that build a positive, inclusive culture and improve employee morale and engagement.
• Support employee-feedback mechanisms (surveys, focus groups, skip-levels, suggestion programs) and act on findings.
• Own and continuously improve onboarding programs to strengthen the new-hire experience.

HR Metrics, Analytics & Compliance

• Maintain and report on HR KPIs (e.g., turnover, time-to-fill, engagement, headcount) to inform leadership decision-making, as needed.
• Maintain current knowledge of federal and California employment law, regulatory changes, and HR best practices; ensure HRBP guidance to managers remains compliant.
• Ensure compliance-related HR systems and processes are properly administered.
• Identify and apply AI-enabled tools to augment HR processes and workflows — streamlining reporting, documentation, and other administrative tasks — to reduce tedious manual work and free up capacity for strategic partnership.

REQUIREMENTS

• Bachelor’s degree in human resources, Business Administration, or a related field, and 5–8 years of progressive HR experience — ideally including HR business partner or generalist roles — or an equivalent combination of education and experience.
• SH