Senior Human Resources Business Partner

Apogee Architectural Metals

Apogee Enterprises, Inc. (NASDAQ: APOG), founded in 1949 and headquartered in Minneapolis, MN designs and delivers architectural products and services that enclose and enhance commercial buildings.  www.apog.com

Apogee Architectural Metals is a segment of Apogee specializing in aluminum framing, windows, storefront, curtainwall, and entrance systems. We provide integrated capabilities, including design, engineering, extrusion, finishing, fabrication and assembly, across North America. Through our brands including Alumicor, EFCO, Linetec, Tubelite, and Wausau, we deliver quality, consistency, and value-added services throughout our portfolio.

Position Summary

Senior HR partner who shapes site and cross-site people strategies. Leads high-risk investigations, org design, talent movement, and labor relations strategy. Owns portfolio-level initiatives with measurable business impact.

Key Responsibilities

• Coaching/Advisor: Coach manufacturing plant/Ops leaders on org design, spans/layers, leadership effectiveness, and culture; co-own people plans for safety, quality, delivery, and cost outcomes.
• Employee relations & investigations: Lead high-risk ER cases and sensitive investigations with Legal; ensure timely, fair outcomes and tight documentation.
• Workforce planning: Run the WI workforce plan (demand/supply, freeze/exception governance, redeployment, overtime/shift levers) with Ops and Finance.
• Talent, succession, and retention: Own succession slates for WI supervisors/managers; drive development moves, readiness plans, and mentor/coaching routines. Run a simple retention cadence for critical roles: quarterly flight-risk reviews, scheduled stay interviews, targeted development or pay adjustments where supported by data, and individual retention plans with owner and due dates.
• COE partnership & deployment: Localize and implement COE programs (recruiting, total rewards, learning) with clear adoption metrics and feedback loops.
• Cross-site projects: Lead WI-anchored projects (e.g., shift model changes, time clock/attendance improvements, incentive pilots, supervisor capability) and share playbooks across Metals.
• People analytics decisions: Publish simple, decision-ready views (RAG, trends, root causes) and recommend actions with trade-offs.
• Stakeholder communication: Maintain crisp updates to leaders; keep Teams/Decision Log current; ensure change plans include training, communications, and follow-through.
• Culture & employee engagement: Lead the site culture roadmap (rounding, recognition, communication routines) and turn survey/pulse insights into action plans with owners, timelines, and simple metrics.
• Accommodation support: Working with Leave Management, Legal, Safety/EHS, and leaders follow the RACI to achieve the ADA/medical accommodation process and meet response/decision SLAs.

Qualifications

Education

• Bachelor’s required. Master’s in HR, Business, or related field preferred.

Experience

• 8 to 10+ years progressive HR experience in large, complex manufacturing environment.

Core Capabilities

• Strategic partnership & business acumen: Understand the P&L, capacity, and productivity levers; turn business priorities into a people plan with clear outcomes and owners.
• Org design & change: Spans/layers, job leveling, workforce planning, and practical change management (communications, training, adoption).
• Talent systems: Performance management, succession planning, leadership coaching, and development planning tied to competency models.
• Employee relations & investigations: Neutral fact-finding, just-cause documentation, corrective action, and resolution; partner with EHS on safety issues. Experience with union/CBA environments is a plus.
• Compensation & offers: Job evaluation, market pricing, ranges, merit/bonus cycles, and equitable offer construction in partnership with Comp/TA.
• Data & analytics: Build and interpret KPI packs (headcount, turnover, time-to-fill, absenteeism, labor cost); tell a clear story with Excel/Power BI.
• Compliance & risk: Working knowledge of FLSA, FMLA, ADA, Title VII, state laws; policy governance and audit readiness. (Canadian ESA knowledge if supporting Canada.)
• Culture & engagement: Run action plans from survey results, reinforce leadership and communication norms, and close the loop with employees.
• Program/Project management: Drive cross-functional initiatives with timelines, RACI, and a simple MOR cadence.