HRBP

Morbark LLC•Fremont Township, MI

13h•Onsite

About The Position

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.

Requirements

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.
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
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
Bachelor's degree in Human Resources, Business Management or a related field, or equivalent experience required
6-10 years progressive HR experience

Nice To Haves

Experience in a Manufacturing operation is preferred.
SHRM-CP or PHR certification desired.

Responsibilities

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
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
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
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
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
Leverage HRIS and workforce systems for reporting
Provide leadership dashboards linking workforce trends to outcomes
Use predictive insights to anticipate retention risks