HR Business Partner

Apogee•Faribault, MN

26d•Onsite

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 leads or supports local, cross-functional, segment-wide, and enterprise HR initiatives. The position partners closely with operations and functional leaders, maintains relationships with leaders and employees, advises and coaches on people matters, supports workforce and organizational planning, and helps identify and address capability gaps. It coordinates recruiting and employee transitions, supports employee-relations investigations and performance management, and handles HR operations, systems, payroll inputs, timekeeping, reporting, and personnel records. The HRBP also supports compliance, benefits, training, employee services, and workplace engagement. The job is performed in an office environment Monday through Friday, with frequent interaction on the plant floor near moving mechanical parts. Office noise is generally moderate, while production-area noise is usually loud. The role may require flexible hours to support a 24/5 operation. The pay range is $80,000–$85,000, with an annual bonus opportunity.

Requirements

Five years of progressive Human Resources generalist or business partner experience.
Proficiency with Microsoft Office applications and HR information systems.
Ability to meet established attendance expectations and work flexible hours as needed to support a 24/5 operation.
Bachelor’s degree in Human Resources, Business, or a related field preferred; an equivalent combination of education and relevant experience may be considered.
Manufacturing experience preferred.
Previous leadership experience preferred.
PHR or SHRM-CP certification preferred.
Demonstrated ability to operate 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 on-time delivery.
Self-motivation and ability to work effectively independently and collaboratively across functions and levels.
Excellent organization and time-management skills, including the ability to manage multiple priorities and adapt as business needs change.
Ability to strategically apply artificial intelligence (AI) tools and technologies to drive business outcomes, enhance decision-making, and improve operational efficiency.

Nice To Haves

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

Responsibilities

Partner with operations and functional leaders to develop and execute people strategies, workforce plans, and labor-management practices that support business performance.
Build relationships with leaders and employees through recurring one-on-one meetings, employee availability sessions, plant-floor presence, and an accessible open-door approach.
Provide HR consultation and coaching to leaders to support consistent, timely, and well-informed people decisions.
Support organizational change, workforce planning, 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 projects; document and improve processes to reduce variation and promote knowledge sharing.
Partner with leaders to maintain accurate 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, documentation, and orientation sessions.
Coordinate offboarding, including exit interviews, recovery of systems and equipment, stakeholder communication, and required documentation.
Serve as a primary contact for leaders and employees regarding 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 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 and apply them effectively.
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, including interviewing, performance management, respectful workplace expectations, policy, and other required topics.
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

Comprehensive benefits package for employees and dependents, including medical, dental, vision, life, and disability coverage.
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 (EAP).
Wellness program.
Training and career progression.
Annual bonus opportunity.