VP Human Resources

MITER Brands™ is a residential window and door manufacturer that provides a leading portfolio of window and door brands for the new construction and replacement segments. MITER Brands, also known as Milgard, MI Windows & Doors and PGTI is one of the nation’s largest suppliers of vinyl windows and patio doors, with plants across the country.  We are looking for a Vice President of Human Resources for our  multi-state business operations!  In this role you will set strategies and oversee HR operations for multiple plants within our organization and direct the transformation of HR from a tactical resource to strategic partner as the company unifies each operating business.

Reporting to the CHRO, the VP of HR has direct responsibility for the operational Human Resource team supporting team member relations, workforce planning and optimization, HR strategy deployment, and drive a high-performance, team member centric culture. This position will partner with senior leaders across the country to provide the tools and expertise to achieve operational excellence and business success.

Pay Range:  175k - 219k, depending on experience

• Lead a team of Human Resources professionals to translate strategic and tactical business plans and issues into Human Resources strategies and programs
• Responsible for providing Human Resources leadership in the deployment of our Talent leadership framework including, talent management, talent acquisition, team member relations, team member training and leadership development, performance management, team member engagement, change management and process improvement
• Provide direction and guide staff in the design, development and execution of organizational design and development programs. Partner with business leaders to develop strategic workforce plans and to contribute to business strategy development/key business decisions
• Collaborate with HR COE leaders to address and satisfy the strategic needs of the business and ensure that the business receives the necessary services, support, and communications from those centralized Human Resources groups
• Deploy the administration of the performance management and compensation processes, so that team members receive the feedback, motivation, incentives and rewards for performance
• Consult with senior business leaders to ensure strategic alignment between business segment objectives and talent initiatives
• Responsible for identifying gaps between current organizational capabilities and design, required competencies and skills, and the future strategic objectives of the organization
• Introduce, lead and influence change management initiatives with functional/operational leaders in order to address issues that will enhance overall performance and build the overall talent capability of the organization
• Key contributor in the establishment of organizational human resources policies, practices, and procedures that have significant impact on the organization
• Advise subordinate staff and line management in the application of HR policies within the organization.
• Lead and direct the work of other team members and has responsibility for personnel actions including hiring, performance management, and termination

Leadership & Functional Competencies for Success

• Leadership Competencies (Dealing with Ambiguity, Innovation Management, Strategic Agility, Developing Direct Reports & others, Managing Vision & Purpose, Customer Focus)
• Human Resources Functional Competencies (Strategic HR Management, Team member Relations, Compensation, Benefits, Organizational Development, Learning and Talent Management)

• BS/BA required in Human Resources, business or related field; graduate degree/SPHR a plus
• 10 + years of demonstrated success in managing a Human Resources function, within a multi-site, complex manufacturing organization
• Strong business acumen and innovative and entrepreneurial leadership skills
• Demonstrated ability to quickly adapt and respond to changes and demonstrated characteristics of agility and flexibility
• Ability to drive strategic direction and make tough decisions requiring structured approaches to problem-solving
• Strong personal integrity and a collaborative style; demonstrated ability to build and sustain productive, effective working relationships with key stakeholders
• Superior collaboration and communication and interpersonal skills with senior presence
• Strong planning, organizational and change management skills, and conflict management Skills
• Working knowledge and understanding of relevant laws, regulations, guidelines and administrative best practices with the Human Resources function
• Demonstrated success in developing and implementing Human Resource systems and programsUp to 25% travel required