Human Resources Business Partner

Apogee•Minneapolis, MN

19d•$75,000 - $100,000•Onsite

About The Position

The HR Business Partner is responsible for proactively leading both strategic and daily execution of HR activities for the corporate office at Apogee. This role reports to the VP of Human Resources and will be the HR business partner for corporate functions, such as IT, Finance, HR, Legal, and EHS teams to influence the overall operations and contribute to successful business outcomes. The HR Business Partner will serve as a business partner to identify how HR will contribute to the business in support of the corporate functions, execute people processes with excellence, and act as change agent for transformational initiatives within corporate functions and shared services. This includes the ability to assess and anticipate HR-related needs and proactively communicate needs with Corporate HR and corporate functional leadership teams. This role will provide operational HR counsel, leadership and individual coaching, and own leadership team effectiveness solutions for the corporate teams. This position will be based in Apogee's Corporate office / Bloomington, MN. This role will also work in close collaboration with our centralized Centers of Expertise (COEs), including HR Operations, L&D, Payroll, and Talent Acquisition, ensuring consistency and alignment in HR services and compliance while focusing on hands-on HR initiatives at the corporate office level.

Requirements

Bachelor’s Degree (B.A) from a four-year college or university in related field or equivalent experience; and 5+ years of progressive HR experience, including manufacturing or industrial environments.
Strong working knowledge of employment law, HR best practices, and manufacturing operations.
Proven ability to build relationships at all levels of the organization.
Excellent communication, coaching, and problem-solving skills.
Ability to balance strategic thinking with hands-on execution.
Ability to travel regionally up to 20% of the time.

Responsibilities

People Strategy – Facilitates business change and performance across the corporate and shared services teams by partnering with leaders to deliver on effective people strategies. Contributes to talent strategies for corporate functions based on their business goals, priorities, and transformational objectives.
Organization Capability – Partners with corporate functions leaders to understand current and future skill and capability needs. Works with leaders to assist in job design and to ensure appropriate structure is in place to meet business objectives. Partners with Learning & Development to develop competencies and career progression opportunities for corporate functions employees. Assists and supports employees with development and partners with leaders in supporting their employees on their development. Conducts regular succession planning reviews with corporate leaders. Champions the use of organizational change management tools to support change and communications through project work, initiatives and transformation for the corporate functions.
Performance Management – Effectively administers the performance management process in collaboration with Talent Management COE. Helps drive a focus on employee development with leaders. Ensures employees and leaders have development plans to reach their full potential Acts as an advisor to leaders for performance issues and concerns to coach managers and also counsels employees as needed
Employee Relations – be the primary contact for corporate leaders and employees to manage and resolve complex issues, including conducting thorough investigations. Partners with leaders to assist with personnel related issues due to progressive discipline or leave management.
Recruitment & Talent Acquisition – Co-creates the talent acquisition strategy for corporate functions and assists with the recruitment process as HRBP for the role. In conjunction with talent acquisition, advises on recruiting and attraction strategies, promotes the Apogee brand, and executes these plans at the local level.
HR Expertise Supports leaders in identifying policy or procedure changes; makes recommendations to COE’s when appropriate; assists with communication and implementation at the local level. Participates in HR initiatives to advance our HR operating model and maturity to a more effective & efficient HR. Maintains working knowledge of state and federal labor laws and regulations. Monitor key workforce metrics (e.g., turnover, attendance, engagement) and provide actionable insights to leaders.
Approximately 20% travel regularly to corporate teams sitting in our other locations for visibility and support.
Other duties may be assigned.

Benefits

Competitive Benefits Package for employees and their dependents (Medical, Dental, Vision, Life, Disability)
Incentive Plans
401(k) with employer contribution and match
Employee Stock Purchase Plan with employer match
Paid Time Off (Vacation and Sick Time)
Paid Holidays
Tuition Reimbursement Program
Employee Assistance Program (EAP)
Wellness Program
Training and Career Progression