Director Human Resources

About the role

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. Our portfolio of brands — Andersen Windows & Doors, Renewal by Andersen and Fenetres MQ — is crafted to serve customers across the new residential, home improvement and light commercial building sector. Join our more than 13,000 employees who are inspired every day to deliver exceptional experiences that turn possibility into reality.

The Director, Human Resources - Business Human Resources Manufacturing serves as the senior Business HR leader for Andersen'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.

Responsibilities

• 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 people strategies and advise leaders on organization, talent, culture, and workforce risks.
• 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 accountabilities, shared priorities, operating rhythms, and succession plans for the HR team.
• Own strategic workforce planning for salaried and hourly manufacturing populations.
• Use business forecasts, workforce data, labor-market insights, capacity requirements, and scenario planning to anticipate talent and skill needs, identify gaps, and deliver sustainable staffing and capability plans.
• 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.
• 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.
• Shape employee experience, engagement, retention, and culture strategies for multi-site manufacturing teams.
• Coach leaders on effective people leadership, oversee complex employee relations and workplace matters, identify root causes, and ensure fair, consistent, and timely resolution in partnership with appropriate HR and legal resources.
• Apply workforce analytics and operational measures to identify 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.
• Partner across Talent Acquisition, Total Rewards, Talent and Organizational Development, Labor and Employee Relations, HR Operations