Tru Vue Inc.

Purpose and Scope:

The Human Resources Business Partner (HRBP) is responsible for proactively leading both strategic and tactical HR support for the organization. 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 HRBP will act as change agent; assess and anticipate HR-related needs and proactively communicate needs with the HR team and leadership teams. HRBP 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 employee relations.

Responsibilities:

1. Business Results - facilitates business change and performance across assigned groups by partnering with leaders to deliver on effective people strategies and workforce planning.

2. Recruitment & Talent Acquisition – develops the talent acquisition strategy and is responsible for the hiring process, including sourcing, selection, and onboarding/orientation.

a. In conjunction with the Human Resources Director, advises on recruiting and attraction strategies, promotes the Tru Vue employer brand, and executes these plans.

b. Builds relationships with key educational institutions at appropriate technical and four-year degree schools to build a pipeline of talent.

c. Ensures compliance with company policies, procedures and AAP objectives related to talent acquisition and collects, maintains, and analyzes reporting metrics.

d. Works closely with the Training and Development department to ensure an effective new employee orientation program to ensure a smooth transition.

3. Organization Capability – partners with leaders to understand current and future skill and capability needs.

a. 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.

b. Partners and works closely with the department managers and Training and Development to develop competencies and career progression opportunities for employees. Assists and supports associates with development and partners with leaders in supporting their employees on their development.

c. Conducts regular succession planning reviews with assigned leaders.

d. Facilitates employee training as required (New Hire, Code of Conduct, Harassment, etc.), and acts as the liaison to work with and leverage the Training and Development department for training content, LMS and facilitation to meet the needs of the assigned areas.

4. Employee Relations – be the primary contact for assigned leaders and employees.

a. Manage and resolve routine and complex employee issues. Conduct effective, thorough, and objective investigations.

b. Balances the needs of the business and being a champion for employees. Knows how to negotiate win-win outcomes.

c. Partners with leaders to assist with personnel related issues due to progressive discipline or leave management.

d. Primary point of contact and support for associates in providing answers to questions regarding HR programs, such as policies, procedures, benefits, wellness, etc.

5. Performance Management – effectively administers the performance management process in collaboration with the Director of HR.

a. Helps drive a focus on employee development with leaders. Assists in ensuring that the lean culture and tools are used to support business objectives and drive performance, cross training, etc.

b. Acts as an advisor to leaders for performance issues and concerns to coach employees and also counsels team members as needed.

c. Partners with leaders to proactively deal with performance issues in the early stages. Ensures employees and leaders have development plans to reach their full potential.

d. Drive engagement

6. Human Resource Process - support and administration including:

a. Supports assigned leaders in identifying policy or procedure changes; makes recommendations to Director of HR; assists with communication and implementation in assigned areas.

b. Ensures compliance with HR procedures such as, audits maintenance of personnel files and HR compliance items.

c. Participates in Tru Vue and Apogee HR initiatives.

d. Maintains working knowledge of state and federal labor laws and regulations.

e. Assists with compliance items such as drug screening, workers compensation, and unemployment for assigned areas.

7. Initiate and support safety, continuous improvement, Lean Sigma, and 6S activities within the facility.

8. All other duties as necessary to the success of Tru Vue, Inc.

The above responsibilities represent the major tasks assigned to incumbents in this job title. They are not intended to be an exhaustive list of all tasks. Therefore, on occasion, incumbents may perform other related tasks.

Education and Experience:

1. Bachelor’s Degree in Human Resources or related field and five years experience in a Human Resources generalist role, or any combination of education and experience that provides the desired knowledge, skills and other characteristics.

2. Proven experience and results in recruitment desired.

3. Previous experience in a leadership role preferred.

4. Manufacturing experience preferred.

5. Current working knowledge of Federal and State Employment and Workplace Safety regulations.

6. PHR or SHRM-CP Certificate preferred.

Attributes:

1. Ability to interact and function effectively in a high performance team environment.

2. Ability and willingness to maintain confidentiality.

3. Ability to exercise judgment and discretion in handling employee and company issues.

4. Ability to objectively coach team members and management through complex, difficult, and emotional issues.

5. Skills to investigate, assess, and resolve problems as they arise.

6. Strong customer service orientation and positive approach and professional image.

7. Excellent verbal and written communication skills necessary to interface with customers and colleagues.

8. High sensitivity to quality, detail, and on time delivery of materials. Self-motivation and ability to work independently.

9. Must be organized, detail oriented and able to maintain accuracy and efficiency while handling several tasks simultaneously. Strong documentation and follow-up skills.

10. Ability to manage time and workload efficiently and the ability to prioritize and modify priorities accordingly.

11. Demonstrated ability to work and cross train in a team environment.

12. Sensitive to other cultures/backgrounds, able to work in a multi-cultural workplace and promote and support diversity and inclusion.

13. Ability and willingness to learn, understand, and follow documented work procedures.

14. Ability to meet established attendance expectations consistently and to work flexible hours as needed to meet needs of a 24/7 operation.

15. Ability to objectively coach team members and management through complex, difficult, and emotional issues.

16. Resourceful, problem-solving aptitude and thorough knowledge of HR procedures and policies.

17. Ability to understand the Apogee and Tru Vue businesses, aligning programs and services with strategic and business objectives.

18. Advanced knowledge of MS Office, HRIS systems (preferably Kronos/Workday), and comfortable learning new technical systems as needed.

Physical Demands

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. For specific lifting, pushing and pulling thresholds for this position, please see HR.

While performing the functions of this job, the employee is regularly required to sit, stand, walk, talk, and hear. The employee is frequently required to use hands and fingers to feel, handle, or operate objects, tools, or controls; and reach with hands and arms. The employee may occasionally lift and/or move up to 30 pounds. Vision requirements include close vision, color vision, and the ability to adjust focus.

Work Environment

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to allow individuals with disabilities to perform the essential functions.

This job is primarily performed in an office environment. The noise level in the office is generally moderate. May involve some activities in a factory setting.

Communication Expectations

The position routinely requires verbal and written communication in English in order to complete the daily business requirements. Verbal communications include, but are not limited to: team meetings to discuss daily department requirements, work instructions to team members, presentations to management or customers, project meetings with peers and management, communications with peers and management, and safety instructions and training. Written communications include, but are not limited to: department paperwork, projects updates, safety walkthroughs, purchase orders, continuous improvement projects, and communications with peers, customers, and management.

Equal Opportunity Employer

Apogee and our brands are an equal opportunity employer. All qualified applicants will receive 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.

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