HRBP

We are hiring for an HRBP.

Qualifications

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 ne