Human Resources Business Partner
No salary listed
Senior
Bachelor's, Master's
Hillsboro, OR, USA
In Person
People & HRHR Generalist & Employee Relations
About the job
Requirements
- A bachelor's degree in Human Resources, Business Administration, or a related field is required.
- Five to eight years of progressive Human Resources experience, including experience in an HR Business Partner, HR Generalist, Employee Relations, or similar role.
- Experience supporting employee relations, performance management, talent management, training and development, employee engagement, and organizational change.
- Ability to build effective working relationships with employees, managers, and leaders at various organizational levels.
- Strong coaching, communication, interpersonal, and conflict-resolution skills.
- Ability to provide sound HR guidance and appropriately raise concerns or alternative perspectives when needed.
- Strong judgment and ability to handle sensitive and confidential employee matters.
- Ability to analyze HR data and workforce trends and provide practical recommendations.
- Strong organizational, project management, and prioritization skills, with the ability to manage multiple responsibilities.
- Strong presentation and facilitation skills, including the ability to develop and deliver effective employee and leadership training.
- Excellent written and verbal communication skills, strong attention to detail, and commitment to accurate documentation.
- Proficiency with HRIS platforms and Microsoft Office applications, including Outlook, Teams, Word, Excel, and PowerPoint.
- Strong working knowledge of federal and state employment laws and HR best practices.
- Candidates must complete additional job-related screening processes after receiving a conditional offer, as permitted or required by applicable law.
Responsibilities
- Partner with assigned leaders to understand business strategies, operational priorities, and workforce implications; translate business needs into practical people strategies and provide data-informed guidance supporting organizational performance.
- Build trusted relationships with leaders and employees, and coach managers on effective people leadership, decision-making, and accountability.
- Advise leaders on employee relations matters, performance concerns, corrective actions, attendance, conflict resolution, and policy interpretation.
- Conduct or support timely, objective workplace investigations and guide leaders on appropriate actions, documentation, and follow-up.
- Identify recurring employee relations issues and trends, and recommend proactive solutions that strengthen leadership effectiveness and mitigate organizational risk.
- Partner with leaders to assess current and future workforce needs, organizational capabilities, talent gaps, succession risks, and critical-role requirements.
- Support recruiting, onboarding, performance management, talent reviews, succession planning, employee development, and retention strategies.
- Use workforce data and business insights to inform talent decisions and develop practical action plans.
- Identify employee and leadership development needs using business priorities, performance trends, employee feedback, and organizational data.
- Develop, coordinate, facilitate, and evaluate training programs for employees and leaders.
- Support leadership development initiatives and equip managers with tools, resources, and coaching to strengthen people-management capabilities and drive sustained behavior change.
- Support employee engagement and retention initiatives, including reviewing engagement survey results, identifying trends, facilitating employee discussions, and partnering with leaders to develop and implement action plans.
- Partner with leaders on organizational changes, restructures, process improvements, and other business initiatives.
- Assess workforce impacts and change-readiness considerations, and develop communication and implementation plans that support successful adoption.
- Collaborate with HR colleagues and cross-functional stakeholders to implement compensation, benefits, talent acquisition, and other enterprise HR programs in alignment with business needs.
- Analyze workforce metrics and trends, including turnover, retention, engagement, staffing, performance, absenteeism, and other relevant indicators.
- Translate data into clear insights and actionable recommendations for business leaders.
- Monitor the impact of HR strategies and initiatives, identify opportunities for improvement, and use quantitative and qualitative information to support sound decision-making.
Desired Qualifications
- A master's degree is preferred.
About the company
Marmon Holdings is a Berkshire Hathaway company that consists of more than 120 autonomous businesses operating across numerous industries and markets worldwide. Each subsidiary runs its own operations, focusing on designing, manufacturing, and delivering a wide range of products and services in its sector. Because the group is made up of many independent units under a common parent, it combines diversification with centralized ownership and oversight. Marmon’s approach lets individual businesses specialize and compete locally while sharing resources, best practices, and capital as part of Berkshire Hathaway’s portfolio. The company’s goal is to provide value to customers and shareholders by building a broad, resilient collection of industrial brands and capabilities that span different markets and product types.
Company Size
201-500
Company Stage
N/A
Total Funding
N/A
Headquarters
Chicago, Illinois
Founded
1953
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Simplify's Take
What believers are saying
- Marmon still had 8,461 employees in March 2026 and active hiring.
- MicroAire acquired NEOSYAD, showing continued product expansion inside Marmon's medical platform.
- Marmon IEI's Trilogy acquisition strengthens communications infrastructure revenue and cross-selling opportunities.
What critics are saying
- Rosendahl Nextrom bought TBS Engineering from Marmon in 2026, shrinking battery exposure.
- Koch Companies acquired Marmon's Store Opening Solutions in January 2026, signaling portfolio pruning.
- The 2025 401(k) lawsuit exposes persistent employee-relations and fiduciary scrutiny for Berkshire units.
What makes Marmon Holdings unique
- Berkshire Hathaway ownership gives Marmon deep capital and patient acquisition backing.
- Marmon spans 120-plus autonomous companies across industrial, transportation, medical, and infrastructure niches.
- Its decentralized model lets businesses sell specialized products without corporate bureaucracy.
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Benefits
- Health Insurance
- Dental Insurance
- Flexible Work Hours
- Mental Health Support
- Unlimited Paid Time Off
- 401(k) Retirement Plan
- 401(k) Company Match
- Professional Development Budget