HR Business Partner at Apogee Enterprises in Faribault, MN

Job description

Tru Vue Inc. The Apogee Performance Surfaces segment generates $200M in revenue and EBITDA margins of 20-25%. Our brands in the Performance Surfaces portfolio develop and manufacture high-performance coated materials for a variety of applications, including wall décor, museums, graphic design, architectural interiors, digital display, and industrial flooring markets. We are the global leader in anti-reflective, conservation grade electrostatic dissipative, high-definition, and abrasion resistance coatings, that provide protection, innovative designs, and exceptional durability. Position Summary The Human Resources Business Partner (HRBP) provides proactive strategic and tactical HR support to leaders and employees in a manufacturing environment. The HRBP builds a strong understanding of business priorities and workforce needs, translates those needs into effective people strategies, and helps leaders achieve measurable business results. Serving 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. Responsibilities Business Partnership and Organizational Effectiveness Partner closely with operations and functional leaders to develop and execute people strategies, workforce plans, and labor-management practices that support business performance. Maintain strong 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, helping them make 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. Proactively identify current and future capability gaps and partner with leaders to implement practical 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. Talent Acquisition, Onboarding, and Offboarding Partner with leaders to maintain accurate job descriptions and create job requisitions that align with approved headcount, budget, and organizational requirements. In partnership with the Recruiting Team, coordinate local recruitment, selection, and retention activities, with significant focus on hourly manufacturing talent. Ensure hiring activities comply with company policy and applicable Affirmative Action Plan requirements. Lead an effective new-hire onboarding and orientation process, including materials, technology coordination, expectations, required documentation, and orientation sessions. Coordinate offboarding activities, including exit interviews, system and equipment recovery, stakeholder communication, and required documentation. Employee Relations and Performance Management 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 regarding performance expectations, performance evaluations, progressive discipline, attendance, leave management, workplace concerns, and other personnel matters. Coach employees and leaders through complex, difficult, and sensitive situations while maintaining appropriate confidentiality, judgment, and discretion. Support employee engagement, morale, em