Hybrid Senior HR Strategy Partner for Executives & Change

Apogee Enterprises Inc; Minneapolis (MN); Hybrid; USD 110,000 - 140,000; Full time

Benefits offered by this job

401(k) with employer contribution

Employee Stock Purchase Plan

Paid Time Off

Tuition Reimbursement Program

Job summary

Apogee Architectural Metals in Bloomington, MN is seeking a Senior HR Business Partner (Sr. HRBP) to partner with senior leaders and shape people strategies across large, complex areas. This hybrid role requires 4 days in office and 1 day remote, with travel across Metals locations.

The Sr. HRBP will influence executive decision-making, develop the HR function, and lead leadership succession and capability-building initiatives while supporting large-scale transformations and organizational

Qualifications

• Bachelor's degree in HR/Business or related field; Master's preferred.
• 10+ years of progressive HR experience with senior-level partners.
• Experience leading large-scale change or enterprise initiatives.
• Strong executive presence and decision-making skills.

Responsibilities

• Serve as trusted advisor to senior and executive leaders on people, organizational and culture strategy.
• Lead enterprise-wide initiatives such as restructures, integrations, or major transformations.
• Diagnose organizational issues related to structure, roles, workflow, and leadership.
• Lead succession planning and leadership pipeline development for critical roles.
• Mentor and develop HRBPs and other HR leaders across the function.

Skills

Executive presence

Influence without authority

Organizational diagnosis

Change leadership

Coaching & storytelling

Education

Bachelor's degree in HR/Business

Job description

Apogee Architectural Metals in Bloomington, MN is seeking a Senior HR Business Partner (Sr. HRBP) to partner with senior leaders and shape people strategies across large, complex areas. This hybrid role requires 4 days in office and 1 day remote, with travel across Metals locations.

The Sr. HRBP will influence executive decision-making, develop the HR function, and lead leadership succession and capability-building initiatives while supporting large-scale transformations and organizational