hrbp - Winn - Morbark

Description

We are hiring for an HRBP.

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.

Essential Functions on the Job:

Operational Performance Partnership

• 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

Performance Management & Leadership Discipline

• 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

Workforce Stability & Talent Upgrading

• 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

Employee Relations

• 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

Continuous Improvement & Process Rigor

• 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

HR Analytics & Technology Utilization

• Leverage HRIS and workforce systems for reporting

• Provide leadership dashboards linking workforce trends to outcomes

• Use predictive insights to anticipate retention risks.

Knowledge, Skills and Abilities (KSA's):

• 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.
• Key Performance Indicators:
• 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
• Demonstrated ability to exhibit and model Alamo Group's Core Competencies:
• 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
Education and Experience:
• Bachelor's degree in Human Resources, Business Management or a related field, or equivalent experience required
• 6-10 years progressive HR experience
• Experience in a Manufacturing operation is preferred.
• SHRM-CP or PHR certification desired.