HR Business Partner - Manufacturing

Apogee Enterprises, Inc.; Mesquite (TX); On-site; USD 90,000 - 120,000; Full time

Benefits offered by this job

Medical

Dental

Vision

401(k) match

Employee Stock Purchase Plan

Paid Time Off

Paid Holidays

Tuition reimbursement

EAP

Wellness program

Career progression

Job summary

Apogee Enterprises, Inc. is seeking an HR Business Partner to provide proactive human resources support to the Mesquite plant’s leadership and employees.

The role blends strategic counsel with hands-on process execution, focusing on workforce planning, talent acquisition, onboarding, and employee engagement to drive organizational outcomes. The HRBP partners with operations to align workforce strategies with business goals, coach leaders, and champion continuous improvement, while ensuring

Qualifications

• Bachelor's degree in human resources or related field required.
• 5–8 years of HR experience in a manufacturing environment preferred.
• Strong coaching, influencing and relationship-building skills.
• Excellent problem-solving, communication, and decision-making abilities.

Responsibilities

• Partner with plant leaders to plan workforce and manage talent acquisition, descriptions, budgets, and headcount.
• Lead onboarding for new hires and coordinate with administrators for a positive, compliant experience.
• Manage third-party staffing, agency relationships, and contracts to ensure quality hires.
• Ensure compliant, well-documented processes across hiring, onboarding and offboarding.

Skills

Coaching & influence

Relationship building

Problem solving

Communication

Time management

Attention to detail

Change management

Confidentiality

Strategic partnership

Education

Bachelor's degree in HR or related field

Job description

Position Summary

The Human Resources Business Partner (HRBP) provides proactive, strategic, and tactical HR support to plant leadership and employees. This role partners closely with operations and leadership to understand the business, anticipate workforce needs, and drive successful business outcomes through effective people strategies. Acting as a change agent, the HRBP navigates complex relationships, provides sound HR counsel, and ensures strong execution of core HR processes while championing employee engagement and organizational effectiveness.

Key Responsibilities

• Workforce Planning and Talent Acquisition: Partner with leaders to develop and maintain accurate job descriptions aligned with organizational structure, budget, and headcount needs. Create and manage job requisitions while collaborating closely with the Recruiting team to ensure effective, timely, and compliant hiring practices, including adherence to AAP requirements.

  Onboarding and New Hire Experience: Lead and facilitate new hire onboarding and orientation for the manufacturing facility. Coordinate with leaders and Office Administrators to prepare materials, ensure technology and documentation readiness, and create a positive, compliant, and engaging onboarding experience. Serve as a resource to new employees for benefits enrollment and general employment support.

  Third-Party Temporary Agencies: Partner with the Plant Manager to assess the effectiveness of the temporary staffing plan, quality of candidates, and turnover. Maintain agency relationships and contracts or agreements and provide input on new agency selection.

  Compliance and Process Excellence: Ensure all hiring, onboarding, and offboarding processes are accurate, well documented, and compliant with internal policies and regulatory requirements. Continuously identify opportunities to improve efficiency and employee experience.

• Strategic Business Partnership: Serve as a strategic partner to plant and operations leadership to drive business performance through effective people and labor strategies. Align workforce planning and organizational design with business objectives to support long-term operational success.

  Leadership Advisor: Act as a trusted advisor to leaders by providing guidance on talent decisions, performance strategy, compensation recommendations, and organizational change initiatives. Maintain strong visibility and relationships across the plant through regular one-on-one meetings, floor presence, and open accessibility.

  Continuous Improvement: Support plant safety initiatives and continuous improvement efforts, including Lean Sigma and 6S activities, ensuring alignment between operational excellence and workforce effectiveness.

  Data-Driven HR: Leverage data and insights to inform strategy, support decision-making, and enhance organizational performance.

  Change Management and Leadership: Apply a systems-thinking approach to lead through change, align stakeholders, and support successful adoption.

• Employee Relations and HR Advisory: Serve as the primary point of contact for leaders and employees on HR-related matters, including policies, payroll, benefits, and workplace concerns. Provide balanced, business-focused guidance while maintaining professionalism, discretion, and confidentiality.

  Investigations and Issue Resolution: Lead thorough, objective investigations and manage resolution of employee relations matters in partnership with HR leadership. Ensure timely communication, appropriate documentation, and compliance with company policies.

  Performance Management and Leadership Coaching: Drive consistent performance management practices by coaching leaders on goal setting, feedback, progressive discipline, leave management, and development planning. Support engagement initiatives that promote accountability, collaboration, and a high-performance culture.

• Learning and Development Partnership: Partner with leaders and Learning and Development to identify skill gaps and implement targeted training initiatives aligned with plant needs. Facilitate required training programs and support employee development efforts that strengthen capability and prepare future leaders.

  Succession Planning: Support succession planning discussions by aligning development strategies with long-term workforce needs.

• HR Operations and Process Integrity: Maintain core HR processes and documentation to ensure accuracy, consistency, and compliance with company standards and applicable federal, state, and local labor laws. Oversee personnel file integrity and support audit readiness.

  Time, Payroll, and Systems Management: Manage time and attendance processes, including timecard review and payroll coordination, to minimize errors and ensure accurate compensation.

  Workday Ownership: Oversee and approve Workday business processes and data, serving as a subject-matter expert to leaders and Office Administrators to ensure effective system utilization.

  Compliance: Support compliance-related activities, including workers' compensation, unemployment claims, leave administration, and required screenings.

  Collect and analyze HR metrics to identify trends and drive process improvements.

Experience & Skills

• Education: Bachelor's degree in human resources or related field, or equivalent industry experience.
• Experience: Five to eight years of Human Resources experience. Manufacturing experience preferred.
• Required Skills: Strong coaching, influencing, and relationship-building skills.
• Required Skills: Problem-solving and the ability to make decisions based on available information.
• Required Skills: Extreme ownership and full responsibility for results, regardless of outcome.
• Required Skills: High professional integrity, honesty, personal credibility, discretion, and confidentiality.
• Required Skills: Clear, concise written and verbal communication using appropriate industry language and terms.
• Required Skills: Effective time management, urgency, and the ability to meet deadlines.
• Required Skills: Strong attention to detail and commitment to thoroughness and accuracy.
• Required Skills: Ability to navigate complex situations, use sound judgment, and engage the appropriate partners to achieve positive outcomes.
• Required Skills: Collaboration, flexibility, results focus, and the ability to establish clarity and alignment before moving forward.

Our Benefits

• 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.

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.

Apogee Enterprises, Inc. and our brands are equal opportunity employers.

All qualified applicants will received consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability or veteran status or any other characteristic protected by state or federal law.