Vice President of HR Support Services

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 Western Window Systems, 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 report to the CHRO.  The VP of HR Support Services has direct responsibility for the leading the Centers of Excellence (COE) teams which include Learning and Development, Total Rewards, HRIS, and Talent Acquisition. This position will partner with the operational HR leaders as well as business leaders to develop and maintain programs and strategies that support the strategy and operating plans of the organization.

Why work at MITER Brands?

• Serve as a trusted member of the HR senior leadership team with an active role is setting HR strategy for the organization.
• Responsible for providing strategic COE leadership in the development and deployment of HR support services.
• Collaborate with HR Operations to address and satisfy the strategic needs of the business and ensure that the business receives the necessary services, support, and communications from centralized Human Resources groups.
• Key contributor in the establishment of organizational human resources policies, practices, and procedures that have significant impact on the organization.
• Advise subordinate staff and business leadership in the application of HR policies within the organization driving compliance and conformance to internal standards.
• Lead and direct the work of other team members and has responsibility for personnel actions including hiring, performance management, and termination.
• Partner with legal, finance, and compliance teams to ensure adherence to all relevant federal, state, and local labor laws, with special focus on integration periods and organizational changes.

HR Technology

• Work closely with cross-functional teams, HR, and IT departments to understand business requirements and align technology solutions with organizational goals.
• Lead and contribute to the successful delivery of complex People Technology projects and system implementations. This includes project planning, execution, monitoring, and post-implementation support.
• Develop and leverage HR technology systems and processes through mergers and acquisitions, including due diligence, system integration planning, data migration, and change management.
• Oversee Payroll and work closely with Finance to ensure continuity and compliance in payroll operations.

Total Rewards

• Lead the development and ongoing management of the company’s Total Rewards strategy, including compensation, benefits, recognition, and wellness programs, ensuring alignment with business objectives, company culture, and market conditions.
• Oversee the design and implementation of salary structures, bonus programs, equity incentives, and other reward mechanisms.
• Manage relationships with third-party vendors, negotiate contracts, and ensure optimal service delivery while minimizing cost to the organization.

Talent Acquisition

• Develop and implement an innovative talent acquisition strategy building a brand as an employer of choice.
• Partner with HR and Business leadership to define and fill talent gaps within the organization consistent with talent management and enterprise growth objectives.
• Build strategic partnerships with professional networks, educational institutions, and industry groups to enhance talent pipelines.
• Ensure recruitment strategies support skills-based hiring and future workforce planning needs.

Learning and Development

• Design and implement strategies for employee learning, management development, and leadership growth that align with business goals.
• Collaborate with leaders across divisions to identify skills gaps and deliver training initiatives that strengthen workforce capabilities.
• Partner with the HR operations and Business leaders, deploy effective engagement and development strategies to build a well-equipped, values-driven workplace and empowered workforce with a focus on retention and development of top talent.

• BS/BA required in Human Resources, business, or related field; graduate degree/SPHR a plus.
• 10 + years of progressive Human Resources leadership experience including COEs within a multi-site, complex manufacturing

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)