Director, Human Resources Manufacturing & Supply Chain

at  Cornerstone Building Brands

ABOUT US

Cornerstone Building Brands is a premier exterior building solutions provider serving both the residential and commercial markets across North America. The building products we manufacture are the cornerstone of the communities where people live, work and play -from homes to hospitals, grade schools to grocery stores, manufacturing facilities to municipal buildings and beyond.
Through the core values and consistent behaviors and mindsets embraced by our employees, we have built a culture dedicated to understanding our customers’ needs and what matters most to their success. We know that it’s our people that make the difference and we are deeply committed to building a workplace and global community where inclusion is not only valued, but prioritized, providing an environment of mutual respect where equal employment opportunities are available to all applicants and team members.

COMPANY DESCRIPTION

Cornerstone Building Brands is North America’s largest manufacturer of exterior building products. Cornerstone is comprised of a family of companies operating manufacturing facilities across the United States and Mexico, with additional sales and distribution offices throughout the United States, Canada, and Costa Rica.

JOB DESCRIPTION

The Director, Human Resources – Manufacturing & Supply Chain directs is accountable for driving the human capital agenda within their respective client groups. The role reports directly to the Vice-President Human Resources for Shelter Solutions. This role leads HR for 20+ manufacturing facilities spread across the U.S. The ideal candidates will be comfortable leading transformational change within a large geographically dispersed organization. This position requires the ability to operate strategically and tactically in a fast-paced, dynamic environment. This role aims to influence key leaders by working collaboratively with peers to continuously evaluate and improve the organization’ human capital.

EDUCATION REQUIEREMENTS

• Bachelor level degree in Organizational Development, HR, Business or related degree is required.
• An advanced degree is preferred.

WORK EXPERIENCE REQUIREMENTS

• Minimum 10 years professional HR experience required.
• Minimum of 5 years’ experience supporting complex, multi-site manufacturing operations required.
• Minimum 5 years’ experience in leading teams required.
• Broad-based functional experience in HR and track record of accomplishment in areas of talent management, compensation, and employee relations.
• Demonstrated experience with best-in-class human capital programs and practices required.
• Experience with large-scale organizational transformation required.
• Ability to travel approximately 40%.

Business Partnering

• Create and/or deploy systematic and sustainable human capital solutions aligned to the business strategy that helps drive profitable growth.
• Act as a trusted business partner by providing coaching and direction on human capital matters.
• Deliver on core HR processes within client groups, supporting managers and team members to deliver timely and effective solutions and outcomes.
• Proactively advise clients on company policies, practices, and other pertinent matters.

Talent Management

• Build capability within client group via delivering on talent acquisition plans and needs.
• Identify talent and capability gaps and solutions with the end goal of having a sustainable and generative pipeline of high-quality talent.
• Lead core talent management processes such as calibration and succession planning.
• Lead effective performance management processes that differentiate talent based on performance.
• Support the professional development of team members via tools such as new hire induction, individual development plans, career management tools, and leadership development programs.

Compensation

• Execute on compensation activity in line with company pay-for-performance philosophy and practices, for example gainsharing program, pay-for-skills, as well as merit adjustment, promotions, salary offers, and short-term incentive processes.
• Provide direction on compensation matters and make sound recommendations that align with overall total rewards strategy.

Employee Relations & Compliance

• Be present at field locations to build relationships and maintain a pulse on the organization.
• Ensure employee relations practices are sound, compliant, and mitigate company risk.
• Execute on strategies that engage employees and minimizes the need for third party representation.
• Ensure necessary company policies are in-place, updated, communicated, and enforced effectively.
• Conduct workplace investigations in accordance with company practices.

Culture

• Lead initiatives that shape the organization culture consistent with the company’s aspiration.
• Develop and deliver actions to improve culture based on employee engagement survey data.
• Provide leadership to managers and local HR to proactively address issues and concerns; shape and cultivate leadership practices that drive a high performing and highly engaged team/culture.

Other

• Guide, manage, mentor, and coach the HR team to ensure success and professional development.
• Track, analyze, and report human capital data, providing insight and perspective.
• Drive continuous improvement in all aspects of HR within client group.
• Other duties as assigned.