Director Human Resources

<p></p><p><b>ANDERSEN CORPORATION SUMMARY: </b></p><p>At Andersen, we see possibility everywhere, every day and in everything we do. The possibility for our employees to achieve their full potential, for our communities to be stronger and for everyone to have a healthier, happier place to live. </p><p></p><p>Our portfolio of brands — Andersen Windows &amp; Doors, Renewal by Andersen and Fenetres MQ — is crafted to serve customers across the new residential, home improvement and light commercial building sector. </p><p></p><p>Join our more than 13,000 employees who are inspired every day to deliver exceptional experiences that turn possibility into reality. </p><p></p><p style="text-align:left !important"><b>JOB DESCRIPTION:</b></p><div><p><span><span>The Director, Human Resources - Business Human Resources Manufacturing serves as the senior Business HR leader for Andersen&#39;s manufacturing portfolio across Renewal by Andersen, Andersen Division, and Universal Home operations. The role leads a multi-site HR organization and partners with senior manufacturing leaders to translate business strategy into integrated workforce, talent, organization, and culture priorities that improve safety, quality, delivery, cost, growth, and long-term business performance.</span></span><span> </span></p></div><div><p><span> </span></p></div><div><p><b><span>POSITION RESPONSIBILITIES</span></b><span> </span></p></div><div><ul><li><span><span>Provide strategic Business HR leadership to senior manufacturing and operations leaders across multiple businesses, sites, and U.S. regions. Translate business plans, operating priorities, and financial objectives into integrated </span><span>people</span><span> strategies and advise leaders on organization, talent, culture, and workforce risks.</span></span><span> </span></li></ul></div><div><div><div><ul><li><span><span>Lead, align, coach, and develop a geographically dispersed team of HR leaders and professionals responsible for HR business partnership, employee relations, HR operations administration, and professional and production talent acquisition. Establish clear </span><span>accountabilities</span><span>, shared priorities, operating rhythms, and succession plans for the HR team.</span></span><span> </span></li></ul></div></div><div><p></p></div><div><div><ul><li><span><span>Own strategic workforce planning for salaried and hourly manufacturing populations. Use business forecasts, workforce data, labor-market insights, capacity requirements, and scenario planning to </span><span>anticipate</span><span> talent and skill needs, </span><span>identify</span><span> gaps, and deliver sustainable staffing and capability plans.</span></span><span> </span></li></ul></div></div><div><div><ul><li><span><span>Lead talent management, succession planning, leadership assessment, performance management, and development for critical manufacturing roles. Strengthen leadership bench depth, accelerate high-potential talent, improve internal movement, and ensure readiness for key positions.</span></span><span> </span></li></ul></div></div><div><div><ul><li><span><span>Lead organization design, transformation, and change initiatives across the manufacturing portfolio. Assess structure, spans, layers, decision rights, capabilities, and ways of working; build change and communication plans that support adoption and business continuity.</span></span><span> </span></li></ul></div></div><div><div><ul><li><span><span>Shape employee experience, engagement, retention, and culture strategies for multi-site manufacturing teams. Coach leaders on effective people</span><span> leadership, oversee complex employee relations and workplace matters, </span><span>identify</span><span> root causes, and ensure fair, consistent, and </span><span>timely</span><span> resolution in partnership with </span><span>appropriate HR</span><span> and legal resources.</span></span><span> </span></li></ul></div></div><div><div><ul><li><span><span>Apply workforce analytics and operational measures to identify</span><span> trends, evaluate organizational health, and influence decisions. Establish clear success measures and actions related to workforce stability, critical-skill coverage, leadership effectiveness, talent readiness, engagement, and HR service delivery.</span></span><span> </span></li></ul></div></div><div><div><ul><li><span><span>Partner across Talent Acquisition, Total Rewards, Talent and Organizational Development, Labor and Employee Relations, HR Operations, Communications, and other functions to deliver enterprise programs and solutions. Drive continuous improvement, governance, and consistent execution while adapting solutions to manufacturing needs.</span></span><span> </span></li></ul></div></div></div><div><ul><li><span><span>Other duties as assigned by supervisor.</span></span><span> </span></li></ul></div><div><p><span> </span></p></div><div><p><b><span>DIRECTION OF OTHERS</span></b><span> </span></p></div><div><ul><li><span><span>Provides direct and indirect leadership to a multi-site Business HR organization that may include Senior HR Managers, HR Managers, HR Business Partners, HR generalists</span><span> or coordinators, and aligned talent acquisition or HR operations resources. Sets direction, </span><span>allocates</span><span> priorities, develops capability, evaluates performance, and builds succession depth while coordinating work across enterprise HR Centers of Excellence and shared services.</span></span><span> </span></li></ul></div><div><p><span> </span></p></div><div><p><b><span>MINIMUM QUALIFICATION</span><span>,</span><span> </span><span>SKILL</span><span> </span><span>AND/OR COMPETENCY </span><span>REQUIREMENTS</span></b><span> </span></p></div><div><ul><li><span><span>Bachelor&#39;s degree in Human Resources, Business, Industrial Relations, Organizational Development, or a related field, or an equivalent combination of education and relevant experience.</span></span><span> </span></li></ul></div><div><div><div><div><ul><li><span><span>Twelve or more years of progressive Human Resources experience, including significant leadership experience in manufacturing, operations, supply chain, </span><span>logistics</span><span>, industrial, or similarly complex environments.</span></span><span> </span></li></ul></div></div><div><div><ul><li><span><span>Demonstrated success leading HR Managers, HR Business Partners, or comparable HR professionals across multiple sites, businesses, or U.S. regions and developing a strong, accountable HR leadership team.</span></span><span> </span></li></ul></div></div><div><div><ul><li><span><span>Proven ability to serve as a trusted advisor to Vice Presidents, General Managers, senior operations leaders, and plant leadership teams and to connect people strategy with operational and financial outcomes.</span></span><span> </span></li></ul></div></div><div><div><ul><li><span><span>Deep experience in strategic workforce planning, talent and succession management, organization design, leadership development, employee engagement, and large-scale change or transformation.</span></span><span> </span></li></ul></div></div><div><div><ul><li><span><span>Strong employee relations, risk assessment, and leadership coaching capability </span><span>supporting</span><span> both salaried and hourly employee populations in a fast-paced manufacturing environment.</span></span><span> </span></li></ul></div></div><div><div><ul><li><span><span>Strong business and financial acumen, analytical capability, and experience using workforce and operational data to diagnose issues, make decisions, </span><span>establish</span><span> measures, and demonstrate results.</span></span><span> </span></li></ul></div></div><div><div><ul><li><span><span>Executive-level communication, consultation, and influence skills, with the judgment and adaptability to lead through ambiguity, balance enterprise consistency with business needs, and travel to supported locations as </span><span>required</span><span>. Master&#39;s degree and SHRM-SCP or SPHR certification </span><span>are</span><span> preferred.</span></span><span> </span></li></ul><p><span>#LI-JL2</span></p></div></div></div></div><p style="text-align:left !important"></p><p style="text-align:left !important"><b>PAY RANGE:</b></p>$146,920.00 - $235,080.00&amp;#xa;&amp;#xa;<p><b>CULTURE AND BENEFITS:</b></p><p>At Andersen, we believe our people are at the heart of everything we do. Every day, their talent, dedication and passion enables us to be the most trusted window &amp; door company. To support our employees, we provide a comprehensive Total Rewards Package – a thoughtful combination of pay and benefits that reflects our commitment to investing in each team member’s wellbeing and success. While specific benefits may vary by position or location, we’re proud to offer a comprehensive Total Rewards Package designed to support your well‑being, growth, and future. Our benefits include:</p><br /><ul><li>401 (k) Plan, Employer Fixed Contributions &amp; Company Matching </li><li>Profit Sharing* </li><li>Medical, Dental and Vision Coverage* </li><li>Flexible Spending Accounts (FSAs)*, Health Savings Account (HSA) and Health Reimbursement Account (HRA) </li><li>Life Insurance </li><li>Paid Time Off &amp; Paid Holidays </li><li>Paid Maternity Leave &amp; Paid Parental Leave* </li><li>Career Growth Planning &amp; Nationwide Career Opportunities </li></ul><br /><p><i>*For employees covered by a collective bargaining agreement, some benefits may differ or may not be available based on the terms of the agreement.</i></p><br /><p><b>PROFIT SHARING:</b> In 2026 Andersen has set a profit-sharing target of $3,600 per eligible employee, prorated as appropriate. Profit Sharing will be paid out in quarterly installments to provide eligible employees with payments throughout the year, with payment amounts tied to quarterly operating profit performance. </p><br /><p>EEOC EMPLOYER: Andersen is an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity or expression, pregnancy, age, disability, marital status, national origin, citizenship, genetic information, protected veteran status, or any other characteristic protected by law. Andersen Corporation will consider for employment qualified applicants with criminal histories in a manner consistent with the requirements of all applicable federal, state and local laws.</p><br /><p>If you need a reasonable accommodation to complete a job application, participate in a job interview, or engage in any part of the hiring process, please contact <a target="_blank" href="mailto:HRCompliance&#64;andersencorp.com">HRCompliance&#64;andersencorp.com</a>.</p><br /><p>We look forward to seeing how your unique skills, background and experiences will inspire our team and help us continue to be the leader we are today. </p><br /><br /><br />