HR Business Partner

Apogee Enterprises, Inc. • Faribault, MN

1d • $80,000 - $85,000

About The Position

The Human Resources Business Partner (HRBP) provides proactive strategic and tactical HR support to leaders and employees in a manufacturing environment. The HRBP develops an understanding of business priorities and workforce needs, translates them into people strategies, and helps leaders achieve measurable business results. As a visible and trusted point of contact, the HRBP provides guidance across employee relations, talent acquisition, onboarding and offboarding, performance management, compensation and benefits, payroll and timekeeping, training, workforce and succession planning, compliance, and organizational change. The role also leads or supports local, cross-functional, segment-wide, and enterprise HR initiatives.

The position is performed in an office environment Monday through Friday, with frequent interaction with individuals on the plant floor near moving mechanical parts. Office noise is generally moderate; production-area noise is usually loud. Flexible hours may be needed to support a 24/5 operation.

Requirements

• Five years of progressive Human Resources generalist or business partner experience.
• Proficiency with Microsoft Office applications and HR information systems.
• Ability to apply artificial intelligence tools and technologies strategically to drive business outcomes, improve decision-making, and enhance operational efficiency.
• Ability to act as a trusted business partner in a high-performance, team-oriented environment.
• Strong employee-relations judgment, including the ability to investigate, assess, document, and resolve issues objectively.
• Ability and willingness to maintain confidentiality and exercise sound discretion with employee and company information.
• Excellent verbal, written, facilitation, presentation, and interpersonal communication skills.
• Strong customer-service orientation, professional presence, and practical, solutions-focused approach.
• High attention to quality, detail, accuracy, follow-through, and timely delivery.
• Ability to work effectively independently and collaboratively across functions and levels.
• Strong organization and time-management skills, including the ability to manage multiple priorities and adapt to changing business needs.
• Ability to meet established attendance expectations and work flexible hours as needed to support a 24/5 operation.

Nice To Haves

• Bachelor’s degree in Human Resources, Business, or a related field; an equivalent combination of education and relevant experience may be considered.
• Manufacturing experience.
• Previous leadership experience.
• PHR or SHRM-CP certification.
• Workday experience.

Responsibilities

• Partner with operations and functional leaders to develop and execute people strategies, workforce plans, and labor-management practices that support business performance.
• Build and maintain relationships with leaders and employees through recurring one-on-one meetings, employee availability sessions, plant-floor presence, and an accessible open-door approach.
• Provide ongoing HR consultation and coaching to leaders to support consistent, timely, and informed people decisions.
• Support organizational change, workforce and succession planning, retention, and talent decisions aligned with business needs and growth objectives.
• Identify current and future capability gaps and partner with leaders on development, staffing, or organizational solutions.
• Lead or contribute to internal, cross-functional, segment-wide, and enterprise projects; document and improve processes.
• Partner with leaders to maintain job descriptions and create requisitions aligned with approved headcount, budget, and organizational requirements.
• Coordinate local recruitment, selection, and retention activities with the Recruiting Team, with significant focus on hourly manufacturing talent.
• Ensure hiring activities comply with company policy and applicable Affirmative Action Plan requirements.
• Lead new-hire onboarding and orientation, including materials, technology coordination, expectations, required documentation, and orientation sessions.
• Coordinate offboarding, including exit interviews, system and equipment recovery, stakeholder communication, and required documentation.
• Serve as a primary contact for leaders and employees on policies, payroll, benefits, job progression, development, leave administration, discipline, employee-assistance resources, and routine business information.
• Investigate, research, document, and resolve routine and complex employee-relations matters through timely, thorough, and objective investigations.
• Advise and coach leaders on performance expectations, evaluations, progressive discipline, attendance, leave management, workplace concerns, and other personnel matters.
• Coach employees and leaders through complex, difficult, and sensitive situations while maintaining confidentiality, judgment, and discretion.
• Support employee engagement, morale, empowerment, inclusion, and retention.
• Use the HR information system to maintain data accuracy, execute transactions, improve workflows, and support reporting efficiency.
• Process and monitor HR transactions, including employee and job changes, payroll inputs, timekeeping, attendance, and related reporting.
• Review timecards, track payroll items, and partner with the Payroll Team to support accurate and compliant payroll processing.
• Collect, maintain, analyze, and communicate workforce metrics to identify trends, inform decisions, and provide actionable insights to business leaders.
• Provide accurate information and reporting to internal business partners.
• Maintain personnel files, perform periodic audits, and follow HR procedures and records-retention practices.
• Maintain working knowledge of applicable federal and state employment, labor, and workplace-safety laws and regulations.
• Advise leaders on compliance with labor laws, company procedures, and consistent employment practices.
• Liaise with Apogee teams on benefits, payroll, learning and development, HR projects, and committee work.
• Coordinate, conduct, or facilitate employee and leader training on topics such as interviewing, performance management, respectful workplace expectations, policies, and required subjects.
• Assist with benefits and employee-service matters, workers’ compensation, unemployment, drug screening, leave administration, and Employee Assistance Program resources.
• Assist with employee events, recognition, celebrations, and communications.
• Perform other related duties as necessary to support the success of the business.

Benefits

• Medical, dental, vision, life, and disability benefits for employees and their dependents
• Incentive plans
• 401(k) with employer contribution and match
• Employee Stock Purchase Plan with employer match
• Paid time off, including vacation and sick time
• Paid holidays
• Tuition reimbursement program
• Employee Assistance Program
• Wellness program
• Training and career progression

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level