Director, Human Resources - Manufacturing

Position Summary

The Director, Human Resources - Manufacturing is the senior HR leader for all U.S. manufacturing operations within Apogee Architectural Metals. Reporting to the Vice President, Human Resources, this role leads the HR Business Partners and site HR teams supporting manufacturing and creates a consistent, high-performing HR operating model across locations. The Director serves as a trusted advisor to manufacturing leadership (VP of Operations, plant leadership, quality, AMS, planning & inventory, etc.), translates business priorities into practical workforce strategies, and works closely with enterprise and segment Centers of Excellence to ensure programs meet the needs of a diverse, dispersed manufacturing workforce.

Key Responsibilities

• Manufacturing HR Strategy and Business Partnership
  • Develop and execute the U.S. manufacturing people strategy in alignment with Metals business priorities, operating plans, and long-term capability needs.
  • Serve as the primary HR partner to senior manufacturing and operations leaders, offering clear counsel on organization effectiveness, workforce planning, talent development, culture, and change leadership.
  • Use workforce, talent, engagement, turnover, labor, and productivity data to identify risks, establish priorities, and measure impact.
• Multi-Site Leadership and Alignment
  • Lead, coach, and develop all HR Business Partners and site HR staff supporting Metal’s U.S. manufacturing operations.
  • Establish clear expectations, governance, operating rhythms, and consistent standards while allowing appropriate flexibility for local business needs.
  • Build a connected HR team that shares practices, solves problems collectively, and delivers a consistent employee and leader experience across locations.
  • Assess HR team capability, clarify roles and accountabilities, and build succession and development plans for critical HR positions.

• COE Partnership and Program Execution
  • Partner closely with Centers of Excellence, including Talent Acquisition, Compensation and Benefits, Talent Management, Learning and Development, HR Technology, Payroll, and Leave Management, to translate manufacturing needs into scalable solutions.
  • Partner closely with Leave Management, site HR, leaders, Safety, and Legal to ensure timely, consistent, and compliant administration of leave and workplace accommodation processes, including a strong working understanding of the Americans with Disabilities Act interactive process, role clarity, documentation, return-to-work planning, and escalation of complex matters.
  • Represent manufacturing requirements in the design and refinement of HR programs, policies, tools, and service-delivery models.
  • Ensure disciplined implementation, adoption, and continuous improvement of enterprise and segment HR initiatives across manufacturing locations.
• Talent and Organizational Capability
  • Lead workforce planning, organization design, succession planning, talent reviews, leadership development, and critical-role pipelines for manufacturing.
  • Strengthen frontline and plant leadership capability through practical development, coaching, onboarding, and change leadership practices.
  • Partner with manufacturing leaders to assess leadership capability and build practical development plans for plant managers, operations leaders, and frontline leaders, strengthening their ability to lead people, manage performance, communicate through change, and create accountable, engaged teams.
  • Partner with Talent Acquisition and business leaders on strategies for salaried, skilled-trades, hourly production, and contingent labor needs.
• Employee Relations, Labor Strategy, and Compliance
  • Provide leadership and oversight for complex employee relations matters, investigations, performance concerns, reductions in force, and organizational changes.
  • Promote fair, consistent, and timely application of policies and employment practices across manufacturing locations.
  • Maintain awareness of federal and state employment requirements and partner with Legal, Safety, and other stakeholders to manage risk.
  • Build a strong partnership with Safety to align employee relations, leave and accommodation practices, workers’ compensation, return-to-work efforts, regulatory requirements, and broader initiatives that support a safe and healthy workplace.
  • Provide strategic leadership for labor relations across union and non-union manufacturing locations, including collective bargaining strategy, contract administration, grievance and arbitration matters, labor-management relationships, and contingency planning, in partnership with site leadership and Legal.
  • Build leader capability and proactive employee-relations practices that support engagement, retention, and a positive workplace culture.
• Culture, Change, and Operational Excellence
  • Champion a culture of accountability, inclusion, continuous improvement, and employee engagement.
  • Lead the people side of business transformation, operating-model changes, acquisitions, integrations, restructures, and other significant initiatives.
  • Apply continuous-improvement principles to simplify HR processes, improve service, and strengthen execution across the manufacturing network.
• Talent Processes and Performance
  • Ensure consistent execution of performance management, compensation planning, engagement, recognition, development, and retention processes.
  • Coach leaders on performance, capability, and organizational decisions while balancing business results, employee experience, and risk.
  • Develop executive-ready insights, recommendations, and communications for the Vice President, Human Resources and senior business leaders.

Experience & Qualifications

• Bachelor’s degree in Human Resources, Business, Organizational Development, or a related field required; master’s degree preferred. SPHR/SHRM-SCP preferred.
• Ten or more years of progressive Human Resources experience, including significant leadership responsibility in a multi-site manufacturing or industrial environment.
• Demonstrated success leading HR Business Partners and site HR teams across geographically dispersed operations.
• Broad HR leadership experience across employee relations, talent management, succession planning, organization design, workforce planning, compensation, change management, and compliance.
• Working knowledge of leave administration and the ADA interactive process, with demonstrated ability to partner effectively with Leave Management, Safety, Legal, and operations leaders on complex employee matters.
• Experience supporting unionized manufacturing operations and labor relations, including collective bargaining, contract interpretation and administration, grievances, and positive labor-management relationships, strongly preferred.
• Strong record of partnering with senior operations leaders and Centers of Excellence to translate business needs into practical, scalable solutions.
• Ability to influence across organizational levels, lead through ambiguity, and balance enterprise consistency with local manufacturing needs.
• Executive presence, sound judgment, business acumen, and the ability to communicate complex matters clearly and credibly.
• Willingness and ability to travel approximately 25% to U.S. manufacturing locations.

Work Environment/Travel Requirements

• Extended periods of office work on a computer and in team meetings.

• Travel approximately 15-20% to U.S. manufacturing locations and corporate meetings.
• Ability to work in both office and manufacturing environments.
• Ability to 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.