Director, Human Resources Manufacturing & Supply Chain

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.

KEY OBJECTIVES AND RESPONSIBILITIES

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.

Qualifications

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%.

LEADERSHIP COMPETENCIES:

• Cornerstone Building Brands (CBB) Values and Behaviors & Mindsets – Act consistently with CBB’s Values (Safety, Integrity, & Inclusion) and Behaviors & Mindsets (Customer-Centricity, Interconnectedness, Continuous Improvement).
• Accountable – Accepts personal responsibility for actions and performance. Demonstrates sound judgment and owns problems and solutions. Holds others accountable to expectations.
• Analytical & Data-minded – Uses facts, data, and empirical information to draw accurate conclusions. Able to track, analyze, and report data.
• Change & Culture Champion – Able to impact the culture. Navigates and leads change through planning, effective communication, and influencing others in the adoption of change.
• Collaborative – Emotionally intelligent, listens, builds trust, and maintains strong relationships with others. Communicates effectively and understands varying viewpoints. Able to influence others and leverage relationships.
• Critical Thinker – Intellectually curious and able to navigate complex and ambiguous information and draw sound conclusions. Effective at solving problems and creating solutions.
• Resilient – Demonstrates courage, persistence, and the ability to navigate through challenges and difficult situations.
• Results Driven – Makes a positive business impact; Demonstrates self-motivation and executes intended outcomes.