HRBP

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.

• 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.

• 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 Power Point
• 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

• 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

Equal Opportunity Employer Minorities/Women/Protected Veterans/Disabled