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.
- Interpersonal & leadership skills
- Executive presence & influence: Credible with leaders at plant and segment levels; can push back thoughtfully and land decisions.
- Coach & builder: Raise manager effectiveness; develop independence on the team vs. creating reliance.
- Communication: Clear, concise writing; facilitation with hourly and salaried audiences; calm conflict resolution.
- Judgment & discretion: Handles sensitive information appropriately; consistent, fair decision-making.
- Flexibility: Comfortable with shifting priorities, multiple sites, and after-hours needs when required.
Tools & experience
- HR tech: Workday (or similar HRIS/ATS), LMS, Microsoft 365/Teams; basic Power BI preferred.
- Operations fluency: Hourly workforce dynamics, scheduling/overtime, staffing models, and safety culture.
- Nice to have: Lean/Six Sigma exposure, M&A integration, bilingual (Spanish), Canadian employment basics (for Canada locations).
This job description outlines the general nature and level of work performed by employees within this classification. It is not intended to be an exhaustive list of all responsibilities, duties, and skills required of personnel so classified.
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.
Top Skills
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.
