Human Resources Business Partner

Marki Microwave; Morgan Hill (CA); On-site; USD 130,000 - 180,000; Full time

Job summary

Marki Microwave in Morgan Hill, CA is seeking a strategic HR Business Partner to serve as a trusted advisor to leaders in engineering, operations, and manufacturing. Reporting to the Senior Director, HR, you will translate business strategy into HR priorities and lead workforce planning, organizational design, talent management, and employee relations while remaining hands-on in tactical HR activities.

In this role you will own full-cycle recruiting for technical, engineering, and manufacturing

Qualifications

• Bachelor’s degree in HR or related field and 5–8 years of HR experience.
• HRBP or generalist background in manufacturing/engineering environments.
• Full-cycle recruiting experience for technical roles (engineering/manufacturing).
• Solid knowledge of federal and California employment law.
• Experience with HRIS, ADP preferred.
• Strong business acumen and data-driven decision making.
• Excellent written, verbal, interpersonal, and organizational skills.

Responsibilities

• Serve as trusted HR advisor to engineering, operations, and manufacturing leaders.
• Own full-cycle talent acquisition from workforce planning to offer.
• Lead workforce planning, organizational design, and headcount planning.
• Coach managers on performance, promotions, and career development.
• Ensure compliant, fair resolution of employee-relations matters.
• Drive culture, engagement, onboarding, and continuous improvement.

Skills

Business acumen

Analytical thinking

Communication skills

Interpersonal skills

Change management

Education

Bachelor’s degree in HR or related field

SHRM-CP/SHRM-SCP/PHR/SPHR certification preferred

Tools

ADP HRIS

Job description

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Human Resources Business Partner

Full Time Professional Corporate - Morgan Hill Morgan Hill, CA, US

2 days ago Requisition ID: 1346

Salary Range: $130,000.00 To $180,000.00 Annually

JOB SUMMARY

Marki Microwave is seeking a strategic, hands-on HR Business Partner (HRBP) to serve as a trusted advisor to leaders across engineering, operations, and manufacturing. Reporting to the SR Director, Human Resources, the HRBP translates business strategy into HR priorities — partnering with leaders on workforce planning, organizational design, talent management, and employee relations — while staying close enough to day-to-day operations to step into tactical and operational HR activities when the business needs it. The HRBP also owns full-cycle talent acquisition for their assigned business sector, from workforce planning through offer, rather than serving in a purely supporting capacity.

ESSENTIAL DUTIES AND RESPONSIBILITIES

Strategic Business Partnership & Workforce Planning

• Serve as a trusted advisor to assigned client group(s) (e.g., Engineering, Operations, Manufacturing), translating business strategy into HR priorities and workforce plans.
• Partner with leadership on organizational design, workforce planning, and headcount planning to support Marki's growth and program requirements.
• Provide business and industry trend expertise, anticipating the workforce impact of technology, market, and regulatory change.
• Participate in succession planning processes focused on current and future organizational needs.

Talent Management & Organizational Development

• Lead talent management strategies, including skills-gap analysis, career-path mapping, and development/training programs.
• Coach and consult with managers on performance management, promotions, and career-development conversations.
• Champion continuous improvement of the employee experience and support Marki's position as an employer of choice.
• Partner recruiting outcomes and workforce data with internal mobility, career-pathing, and succession-planning decisions.

Talent Acquisition

• Own the full-cycle talent acquisition strategy and execution for the assigned business sector, including technical, engineering, and manufacturing requisitions — from workforce/hiring plan through offer and close.
• Partner with hiring managers to define role requirements and competencies, build sourcing strategies, and drive candidates through screening, interviewing, and selection.
• Build employer-brand and candidate-experience initiatives that strengthen Marki's ability to compete for technical talent.

Employee Relations & Manager Coaching

• Coach, consult, and influence leaders on the importance of people practices, culture, and their link to business outcomes.
• Advise and partner with managers and employees on employee-relations matters — including performance issues, conflict resolution, terminations, and complaints of harassment or discrimination — ensuring consistent, compliant, and fair resolution.
• Provide facilitation and change-management support to leadership teams and employee groups navigating organizational changes.

Culture, Engagement & Employee Experience

• Design and support programs that build a positive, inclusive culture and improve employee morale and engagement.
• Support employee-feedback mechanisms (surveys, focus groups, skip-levels, suggestion programs) and act on findings.
• Own and continuously improve onboarding programs to strengthen the new-hire experience.

HR Metrics, Analytics & Compliance

• Maintain and report on HR KPIs (e.g., turnover, time-to-fill, engagement, headcount) to inform leadership decision-making, as needed.
• Maintain current knowledge of federal and California employment law, regulatory changes, and HR best practices; ensure HRBP guidance to managers remains compliant.
• Ensure compliance-related HR systems and processes are properly administered.
• Identify and apply AI-enabled tools to augment HR processes and workflows — streamlining reporting, documentation, and other administrative tasks — to reduce tedious manual work and free up capacity for strategic partnership.

REQUIREMENTS

• Bachelor’s degree in human resources, Business Administration, or a related field, and 5–8 years of progressive HR experience — ideally including HR business partner or generalist roles — or an equivalent combination of education and experience.
• SHRM-CP, SHRM-SCP, PHR, or SPHR certification preferred.
• Demonstrated experience owning full-cycle recruiting for technical, engineering, or manufacturing roles, including sourcing strategy, applicant tracking systems, and vendor/agency management.
• Demonstrated experience supporting client groups in a dynamic manufacturing, engineering, or technical environment; aerospace or defense industry experience is a plus.
• Thorough working knowledge of federal and California employment law and regulations.
• Experience with HRIS platforms; ADP experience highly desired.
• Strong business acumen and analytical/problem-solving skills, with the ability to translate data into clear recommendations.
• Excellent written, verbal, interpersonal, and organizational skills; ability to build trust and influence at all levels, including executive leadership.
• Ability to manage confidential and sensitive information with sound judgment and discretion.
• Comfortable operating in ambiguity and balancing strategic and tactical work under deadline pressure, while maintaining a positive, service-oriented attitude.
• Comfortable using AI-enabled tools (e.g., generative AI, HR analytics/automation platforms) to augment day-to-day HR workflows and reduce administrative burden.
• Experience in a defense, aerospace, or advanced-technology manufacturing environment preferred.
• Experience supporting workforce/succession planning and organizational design initiatives preferred.
• Experience directly managing or leading a team (e.g., HR generalists, coordinators, or recruiters), with a preferred track record of developing direct reports and managing team performance.

TECHNICAL COMPETENCIES

Talent acquisition systems & process

• Full-cycle recruiting for technical, engineering, and manufacturing roles — sourcing strategy, screening, interviewing, selection
• Vendor/staffing agency management

HRIS & data systems

• HRIS platform experience, with ADP specifically called out as highly desired
• HR metrics/KPI tracking and reporting (turnover, time-to-fill, engagement, headcount)
• Ability to translate workforce data into recommendations for leadership (data literacy)
• Working knowledge of federal and California employment law and regulatory changes
• Administration of compliance-related HR systems and processes
• Employee relations case handling (performance issues, terminations, harassment/discrimination complaints) with consistent, compliant resolution
• Comfort using generative AI and HR analytics/automation platforms to streamline reporting, documentation, and administrative workflows
• Change management support tied to adopting new HR technology
• Workforce and headcount planning
• Succession planning and career path mapping
• Skills-gap analysis and development/training program design
• Onboarding program design and administration
• Employee feedback mechanisms (surveys, focus groups, skip-levels) and follow-through on findings

CORE COMPETENCIES

• Business Acumen: Awareness and knowledge of and insight into the organization’s vision, structure, culture, philosophy, operating principles, values, and code of ethics; ability to apply this understanding appropriately to diverse situations. Knowledge, insight, and understanding of business concepts, tools, and processes that are needed for making sound decisions in the context of the company’s business; ability to apply this knowledge appropriately to diverse situations.
• Change: Knowledge of and ability to align the organization’s people and culture with changes in business strategy, organizational structure, technology and business processes.
• Communication: Successful communication involves five components. Verbal communication refers to your ability to speak clearly and concisely. Nonverbal communication includes the capacity to project positive body language and facial expressions. Written communication refers to your skillfulness in composing text messages, reports, and other types of documents. Visual communication involves your ability to relay information using pictures and other visual aids. Active listening should also be considered a key communication soft skill because it helps you listen to understand how to best communicate with someone.
• Strategic Thinking: Understands business issues and opportunities and translates or aligns them to a vision, strategy and plans to chart a course of action.
• Teamwork:Collaborate with others to achieve common goals. Build strong, positive working relationships with supervisor and team members/coworkers. Exercise the ability to compromise and be adaptable.
• Problem-Solving / Critical Thinking: Ability to balance the needs of different people in a solution to a problem. Able to meet the needs of different constituents in the solution of a problem. Able to solve problems with multiple criteria that need to be met. Identifies and assesses all potential responses to a problem.
• Integrity / Work Ethic:Deal with Conflict Properly. Report Unethical Behavior. Be upfront about your short comings. Be willing to do hard work. Take accountability for your actions. Be a team player. Respect others. Don’t abuse your power. Keep morale up.
• Interpersonal Skills: Interpersonal competencies help you interact, communicate, and collaborate with others effectively. Typical examples of interpersonal skills include empathy, active listening, and emotional intelligence

ABOUT MARKI MICROWAVE

Shattering Performance Barriers Since 1991.

At Marki Microwave our goal is to invent technologies to empower the RF and microwave industry to design faster, simplify production, eliminate complexity, and shatter performance barriers.

Marki Microwave is a privately‑owned company based in Morgan Hill, California, 30 minutes from downtown San Jose in Southern Silicon Valley. We offer a full benefits package, including:

• Holiday pay
• Paid Time Off (4 weeks)
• Long Term Disability
• Life and AD&DD Insurance
• 401(k) ER matching
• College Loan Subsidy Program

Marki Microwave is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex including sexual orientation, gender identity and/or expression, national origin, ancestry, genetic information, age, marital status, pregnancy, disability, military or veteran status, or any other applicable federal, state or local protected classification.