Manager, Human Resources

Company Description

Cornerstone Building Brands is a leading manufacturer of exterior building products for residential and low-rise non-residential buildings in North America. Headquartered in Cary, N.C., we serve residential and commercial customers across the new construction and Repair & Remodel (R&R) markets. Our market-leading portfolio of products spans vinyl windows, vinyl siding, stone veneer, metal roofing, metal wall systems and metal accessories. Cornerstone Building Brands’ broad, multi-channel distribution platform and expansive national footprint includes more than 18,800 team members at manufacturing, distribution and office locations throughout North America. Corporate stewardship and Environmental, Social and Governance (ESG) responsibility are embedded in our culture. We are committed to contributing positively to the communities where we live, work and play. For more information, visit us at http://cornerstonebuildingbrands.com.

Job Description

SCOPE OF ROLE

The HR Manager is accountable for driving the human capital agenda within the Streetsboro, OH plant. The role reports directly to the HR Director for the Operations client group and leads a small team. The ideal candidate is highly collaborative, accountable with strong critical-thinking skills and has a strong HR Business Partner background with strengths in Employee & Labor Relations.

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 group, 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 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.

Employee Relations & Compliance

• Walk the manufacturing floor daily to build relationships and maintain a pulse on the organization.
• Ensure employee relations practices are sound, compliant, and mitigate company risk.
• 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’s 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.

Compensation

• Execute on compensation administration activity in line with company pay-for-performance philosophy and practices.

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.
• Lead or participate in special projects, as needed.
• Other duties as assigned.

Qualifications

EDUCATION REQUIREMENTS

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

WORK EXPERIENCE REQUIREMENTS

• Minimum 7 years professional HR experience required.
• Minimum 3 years’ experience in leading teams required.
• Broad-based functional experience in HR a