Job Description

Apogee Architectural Metals

The Manager, Human Resources is responsible for proactively leading both strategic and tactical HR support for the Operations team at their assigned location. This role will partner with the leaders and must understand the business beyond the HR function, influence the overall operations and contribute to successful business outcomes. The Manager, HR will act as change agent; assess and anticipate HR-related needs and proactively communicate needs with the HR team and leadership teams. Manager, HR will identify and influence new ways for HR to support the business and strategies. This role will serve as a generalist to provide operational HR counsel, coaching, talent acquisition, performance management, compensation, and associate relations

Key Responsibilities

• Business Results
  • Facilitates business change and performance across assigned groups by partnering with leaders to deliver on effective people strategies.
• Recruitment & Talent Acquisition
  • Partners with the Talent team to support the talent acquisition strategy for hourly and non-leadership exempt positions in the Operations departments.
• Organization Capability
  • Partners with leaders to understand current and future skill and capability needs.
  • Works with leaders to assist in job design and role definition to ensure an appropriate structure is in place to meet business objectives. Supports leaders in communications with the workforce.
  • Partners and works closely with the Manager of Training and Development to develop competencies and career progression opportunities for associates. Assists and supports associates with development and partners with leaders in supporting their associates on their development.
  • Conducts regular succession planning reviews with assigned leaders.
  • Facilitates associate training as required (Safety, Code of Conduct, Anti-Harassment, etc.), and acts as the liaison to work with and leverage the Manager of Training and Development for training content, LMS and facilitation to meet the needs of the assigned areas.
• Employee Relations
  • Primary contact for assigned leaders and associates.
  • Manage and resolve routine and complex associate issues. Conduct effective, thorough and objective investigations.
  • Balances the needs of the business and being a champion for associates. Knows how to negotiate win-win outcomes.

• Partners with leaders to assist with personnel related issues due to progressive discipline or leave management.
• Primary point of contact and support for associates in providing answers to questions regarding HR programs, such as policies, procedures, benefits, wellness, etc.

• Performance Management
  • Effectively administers the performance management process in collaboration with the VP, HR.
  • Helps drive a focus on associate development with leaders. Assists in ensuring that the lean culture and tools are used to support business objectives and drive performance, cross training, etc.
  • Acts as an advisor to leaders for performance issues and concerns to coach associates and also counsels team members as needed.
  • Partners with leaders to proactively deal with performance issues in the early stages. Ensures associates and leaders have development plans to reach their full potential.
• Human Resource Process - support and administration including:
  • Supports assigned leaders in identifying policy or procedure changes; makes recommendations to VP, HR; assists with communication and implementation in assigned areas.
  • Ensures compliance with HR procedures such as, audits maintenance of personnel files and HR compliance items.
  • Participates in Architectural Metals and Apogee HR initiatives.
  • Maintains working knowledge of state and federal labor laws and regulations.
  • Assists with compliance items such as drug screening, workers compensation, and unemployment for assigned areas.
  • Applies Continuous Improvement principles in own work performance and drive Continuous Improvement application in company operations.

Experience & Skills

• Education:
  • Bachelor’s Degree (B.A) from a four-year college or university in related field.
• Experience:
  • Minimum five years relevant generalist work experience in Human Resources; preferably in a manufacturing environment.
  • Supervisor experience preferred.
  • PHR/SPHR or SHRM-CP/SHRM-SCP certification preferred.

• Required Skills:
  
  • Ability to understand Architectural business, aligning programs and services with strategic and business objectives.

• Ability to objectively coach associates and management through complex, difficult, and emotional issues.
• Ability to analyze situations and solve problems.
• Collaborative approach when working with other depts. and at all levels of organization.
• Ability to positively influence change and provide leadership in adapting to changing business needs.
• Must be able to plan and manage multiple projects in a fast-paced environment.
• Position requires excellent interpersonal and communication skills (verbal and written).
• Strong computer and data analysis skills are required.
• Computer Skills:
  • HRIS/payroll software (Workday)
  • Proficient in Microsoft Office (Word, Excel, PowerPoint and Outlook)

Work Environment/Travel Requirements

• Extended periods of office work on a computer and in team meetings.
• Occasional travel related to other sites / corporate.
• Physical Requirements
  • Ability to work in both office and manufacturing environments.
  • Lift up to 10 lbs.

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.