WHO WE ARE

If you’ve ever worked with one of our industry leading brand teams, then you already know how well we listen to you, solve your problems and bring you better solutions. Now imagine having this same kind of trusted relationship with a team of experts in other building areas: windows, siding, stone, metal buildings, and metal roofing and wall solutions. This is why Cornerstone Building Brands was built. We became the multi-category leader so our customers can experience the same consistent level of partnership and leadership across numerous building categories.
Cornerstone Building Brands is the largest manufacturer of exterior building products in North America, servicing commercial, residential and repair and remodel markets. We’re the #1 manufacturer of vinyl siding, windows and metal accessories as well as North America’s top choice in metal roofing, and wall systems.
With an expansive product offering and more than 30 locations across the country, Our Canadian Division is uniquely positioned to enhance the value we provide to our partners and customers. We’re committed to providing high-quality exterior building solutions that our customers and communities can count on. Our building solutions are the cornerstone of the communities we serve. We believe every building we create, and every part of that building, positively contributes to communities where people live, work and play.

WHAT THE COMPANY EXPECTS OF OUR TEAM

• Bring yourself fully to work each day
• Playing your role on the team so together we Win as One
• Welcoming and Driving Change to support our continued evolution
• Help drive the success of our Canadian Business through living our universal core values
• Making an Impact to ensure our continued success
  Job Description
  The Sr. Director, Human Resources is accountable for driving the human capital agenda within their respective client groups. The role reports directly to the EVP & CHRO, Cornerstone Building Brands. This role leads the HR function for the Canadian Business Unit comprised of approximately 1700 team members, 5 manufacturing facilities, and 19 retail branch locations along with a dispersed group of Sales professionals. The ideal candidate 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’s human capital.

EDUCATION REQUIEREMENTS

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

WORK EXPERIENCE REQUIREMENTS

• Minimum 12 years professional HR experience required.
• Minimum of 5 years’ experience supporting complex, multi-site manufacturing operations required.
• Minimum of 5 years’ experience directly supporting operations, commercial and functional client groups.
• 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.
• Experience in a unionized environment and leading contract negotiations is preferred.
• Demonstrated experience with best-in-class human capital programs and practices required.
• Experience with large-scale organizational transformation required.
• Ability to travel 20% domestically in Canada and to the United States.

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 to both the Canadian Business Unit and HR leadership teams 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 talent reviews, 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.
• Lead the design and implementation of Sales Incentive Plans that serve to motivate sales professionals to drive profitable growth.
• Provide direction on compensation matters and make sound recommendations that align with overall total rewards strategy.

Employee/Labor 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.
• Participate in the preparation and execution of labor contract negotiations at unionized location.
• Provide oversight and direction to national and provincial worker’s compensation compliance.

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.

Qualifications