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, empowerment, inclusion, and retention to strengthen a high-performance and collaborative workplace.
HR Operations, Systems, Payroll, and Analytics
- Use the Human Resources Information System to maintain data accuracy, execute transactions, improve workflows, and support reporting efficiency; Workday experience is preferred.
- Accurately 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 accurate personnel files, perform periodic audits, and follow documented HR procedures and records-retention practices.
Compliance, Benefits, Training, and Employee Services
- Maintain current working knowledge of applicable federal and state employment, labor, and workplace-safety laws and regulations and apply them effectively in the workplace.
- Advise leaders on compliance with applicable labor laws, company procedures, and consistent employment practices.
- Serve as a liaison with Apogee teams on benefits, payroll, learning and development, HR projects, and committee work.
- Coordinate, conduct, or facilitate employee and leader training, including programs related to 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.
Personal Attributes and Experience
- Bachelor’s degree in Human Resources, Business, or a related field preferred. An equivalent combination of education and relevant experience may be considered.
- Five years of progressive Human Resources generalist or business partner experience; manufacturing experience preferred.
- Previous leadership experience preferred.
- PHR or SHRM-CP certification preferred.
- Proficiency with Microsoft Office applications and HR information systems; Workday experience preferred.
- Strategic application of artificial intelligence (AI) tools and technologies to drive business outcomes, enhance decision-making, and improve operational efficiency.
- 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 both independently and collaboratively across functions and levels.
- Excellent organization and time-management skills, with the ability to manage multiple priorities and adapt as business needs change.
- Ability to meet established attendance expectations and work flexible hours as needed to support a 24/5 operation.
Work Environment
This job is performed in an office environment Monday-Friday. The noise level in the office is generally moderate. While performing the duties of this job, the employee frequently interacts with individuals on the plant floor, near moving mechanical parts. The noise level in the production environment is usually loud.
Pay Range:
- $80,000-85,000 + annual bonus opportunity
Our Benefits
We care about and invest in our employees. We are proud to offer a comprehensive benefits package designed to support their well-being and foster professional development. Here is a glimpse of what you can look forward to if you join our team.
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
Apogee and our brands are an Equal Opportunity Employer.
Skills Required
- Five years of progressive human resources generalist or human resources business partner experience
- Bachelor's degree in Human Resources, Business, or a related field, or equivalent education and relevant experience
- Experience in a manufacturing environment
- Previous leadership experience
- PHR or SHRM-CP certification
- Proficiency with Microsoft Office applications and human resources information systems
- Workday experience
- Strategic application of artificial intelligence tools and technologies
- Strong employee-relations judgment and ability to investigate, assess, document, and resolve issues objectively
- Ability to maintain confidentiality and exercise sound discretion
- Excellent verbal, written, facilitation, presentation, and interpersonal communication skills
- Strong customer-service orientation and solutions-focused approach
- High attention to quality, detail, accuracy, follow-through, and timely delivery
- Ability to work independently and collaboratively across functions and organizational levels
- Excellent organization and time-management skills with ability to manage multiple priorities
- Ability to meet attendance expectations and work flexible hours supporting a 24/5 operation
Apogee Enterprises Compensation & Benefits Highlights
The following summarizes recurring compensation and benefits themes identified from responses generated by popular LLMs to common candidate questions about Apogee Enterprises and has not been reviewed or approved by Apogee Enterprises.
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Equity Value & Accessibility — Ownership via an Employee Stock Purchase Plan with a company match is positioned as a core element of total rewards, enhancing long‑term value beyond base pay. Plan updates and corporate materials emphasize this equity component as a meaningful part of compensation.
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Retirement Support — A 401(k) with employer contribution and match is consistently highlighted, signaling solid support for long‑term savings. Job materials and corporate content frame retirement plans as a key pillar of the package.
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Wellbeing & Lifestyle Benefits — Wellness and mental‑health resources include screenings, flu shots for employees and dependents, and an EAP with multiple counseling visits plus an online CBT tool. These offerings indicate tangible investment in wellbeing beyond core medical coverage.
Apogee Enterprises Insights
What We Do
By definition, Apogee means "highest point." It's no coincidence that it's also the name of our company. For over 70 years it is a name that has inspired and driven us to achieve a higher level of excellence in all we do. We are not satisfied with the status quo. We aim higher, think bigger, and endeavor to create even more value for every Apogee stakeholder. We strive to create peak value. Apogee is a leader in architectural products and services. Our glass and aluminum window, storefront and curtainwall systems make buildings look great, reduce energy consumption, and protect occupants and property. Our highly skilled team designs glass and metal building façades, completes massive orders for skyscrapers on time, and manages complex window, curtainwall and storefront installation projects. We are also a leader in the protection and conservation of all things framed and displayed. Our Tru Vue business provides high-performance glass and acrylic products for the custom framing, fine art, and technical glass markets.
