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 #J-18808-Ljbffr