Human Resources Leader

Marmon Holdings, Inc.

About The Position

As a part of the global industrial organization Marmon Holdings—which is backed by Berkshire Hathaway—you’ll be doing things that matter, leading at every level, and winning a better way. We’re committed to making a positive impact on the world, providing you with diverse learning and working opportunities, and fostering a culture where everyone’s empowered to be their best. The Human Resources Leader provides strategic and hands‑on HR leadership for Marmon Fasteners. This role partners closely with the President and leadership team to align people strategies with business priorities and to drive performance, engagement, and organizational effectiveness across the company. The individual leads and executes HR strategies across talent acquisition, workforce planning, employee and labor relations, performance management, leadership development, change management, compensation, and rewards. This role reports to the President, Marmon Fasteners, with a dotted‑line relationship to the Vice President, Human Resources, Industrial Products Group. Primary responsibilities and/or essential functions include, but are not limited to: HR Business Partner & Leadership Advisor Serve as a trusted advisor to senior leaders on organizational, operational, and people‑related matters. Translate business strategy into HR priorities, programs, and actions that support revenue growth and operational results. Coach leaders and provide timely, actionable feedback to address performance, capability, and organizational issues. Identify risks and recommend practical solutions to mitigate employee, talent, or organizational concerns. Recruiting, Onboarding & Workforce Planning Lead workforce planning aligned with short‑ and long‑term business needs. Develop and execute recruiting strategies to attract and select high‑quality hourly and salaried talent. Ensure effective onboarding processes that accelerate productivity and engagement. Design mentoring and development approaches to build internal pipelines and succession for key roles. Compensation, Rewards & Benefits Partner with the Marmon HR organization to deliver competitive, market‑based compensation and rewards programs. Ensure internal equity and alignment with business and performance objectives. Support leaders in compensation decision‑making to attract, motivate, and retain talent. Talent Management & Leadership Development Partner with leadership to define critical capabilities needed to support business strategy. Lead and continuously improve performance management, succession planning, and talent review processes. Facilitate performance and pay reviews, including new hire, 90‑day, merit, promotion, and equity reviews. Provide coaching, feedback, and support for individual and team performance, including performance improvement plans. HR Operations, Processes & Change Management Deliver both day‑to‑day HR support and strategic consulting to the business. Act as a subject matter expert across employee relations, performance management, organizational effectiveness, and development planning. Diagnose and address morale, engagement, and work climate issues. Design and implement programs that strengthen employee engagement, communication, and commitment. Support and lead change initiatives that improve business performance and organizational health. Performance & Accountability Develop clear action plans with defined deliverables, timelines, and success measures. Use HR metrics and data to assess effectiveness and drive continuous improvement. Demonstrate strong execution, follow‑through, and results orientation in a growth‑focused environment.

Requirements

Strong analytical skills to solve complex HR and organizational challenges.
Ability to build credibility quickly and maintain effective relationships with leaders, employees, and HR partners.
Skilled influencer who can gain alignment and drive outcomes without direct authority.
Strategic thinker with the ability to execute tactically.
Proven project management skills from design through implementation.
Strong leadership presence with situational flexibility.
Clear, concise communicator who frames issues and solutions effectively.
Collaborative, non‑political partner who works well across functions and matrixed organizations.
Experience navigating complex, multi‑site or multi‑business environments.
Results‑oriented, metrics‑driven, and proactive leader.
Proficiency with HR systems (ADP and Workday preferred) and Microsoft Office tools (Excel, Word, PowerPoint, SharePoint).
Bachelor’s degree in Human Resources or related field required; master’s degree preferred.
10+ years of progressive HR generalist and leadership experience, preferably in manufacturing or industrial environments.
Multi‑site and/or multi‑state HR experience preferred.
Demonstrated success delivering business results through effective people practices.
Experience developing HR strategy and leading complex initiatives.
Broad HR functional expertise, including talent acquisition, talent management, compensation, and leadership development.
Experience serving as a member of a senior leadership team.
Background in service‑oriented, customer‑focused organizations.
Experience operating within a matrixed organization.
Ability to travel up to 50%.

Responsibilities

HR Business Partner & Leadership Advisor Serve as a trusted advisor to senior leaders on organizational, operational, and people‑related matters.
Translate business strategy into HR priorities, programs, and actions that support revenue growth and operational results.
Coach leaders and provide timely, actionable feedback to address performance, capability, and organizational issues.
Identify risks and recommend practical solutions to mitigate employee, talent, or organizational concerns.
Lead workforce planning aligned with short‑ and long‑term business needs.
Develop and execute recruiting strategies to attract and select high‑quality hourly and salaried talent.
Ensure effective onboarding processes that accelerate productivity and engagement.
Design mentoring and development approaches to build internal pipelines and succession for key roles.
Partner with the Marmon HR organization to deliver competitive, market‑based compensation and rewards programs.
Ensure internal equity and alignment with business and performance objectives.
Support leaders in compensation decision‑making to attract, motivate, and retain talent.
Partner with leadership to define critical capabilities needed to support business strategy.
Lead and continuously improve performance management, succession planning, and talent review processes.
Facilitate performance and pay reviews, including new hire, 90‑day, merit, promotion, and equity reviews.
Provide coaching, feedback, and support for individual and team performance, including performance improvement plans.
Deliver both day‑to‑day HR support and strategic consulting to the business.
Act as a subject matter expert across employee relations, performance management, organizational effectiveness, and development planning.
Diagnose and address morale, engagement, and work climate issues.
Design and implement programs that strengthen employee engagement, communication, and commitment.
Support and lead change initiatives that improve business performance and organizational health.
Develop clear action plans with defined deliverables, timelines, and success measures.
Use HR metrics and data to assess effectiveness and drive continuous improvement.
Demonstrate strong execution, follow‑through, and results orientation in a growth‑focused environment.