HR Business Partner

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, 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 m