Human Resources Business Partner

Job Description
Job Description
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
Applicant tracking system (ATS) proficiency
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)
Employment law & compliance
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
AI & digital tools
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/organizational design methodology
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 and actually hear what others say. You need to be able to 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)
Medical/Dental/Vision Insurance
Long Term Disability
Life and AD&D 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.