Human Resources Manager

James Hardie is the industry leader in exterior home and outdoor living solutions, with a portfolio that includes fiber cement, fiber gypsum, composite and PVC decking and railing products. Our family of trusted brands includes Hardie®, TimberTech®, AZEK® Exteriors, Versatex®, fermacell®, and StruXure®. With over 8,000 employees and U.S. headquarters in Chicago, we operate 31 sites, 6 recycling facilities, and 6 research and development centers globally. We’re united by our purpose of Building a Better Future for All™ through sustainable innovation, a Zero Harm culture, and a commitment to empowering our people and communities.

About the role

The HR Manager, Organization & Talent serves as a strategic partner to the HR Vice President supporting Sales and Global Operations—James Hardie’s two largest organizations, representing approximately 5,000 employees. This role partners closely with the Chief Operations Officer (COO), Chief Sales Officer (CSO), and their leadership teams to shape and execute organizational and talent strategies that enable business performance.

Global Operations includes nearly 30 manufacturing and recycling facilities, as well as Global Operations Centers of Excellence in Supply Chain, Quality, Advanced Manufacturing, EH&S, Procurement, and Engineering. The Sales organization consists of Field Sales, Retail, National Accounts, and Sales Operations professionals across the U.S. and Canada. This role drives organizational and talent priorities, manages critical cross-Sales and Global Operations HR processes, and leads initiatives that strengthen organizational effectiveness, talent pipeline, and engagement.

The position serves as a strategic connector between business leaders, the HR VP, HR Business Partners, HR Centers of Excellence, and HR Operations. It balances strategic partnership with hands-on execution and requires strong business acumen, executive presence, analytical capability, and the ability to influence results across a complex organization.

Responsibilities

• Partner closely with the HR VP, COO, CSO, and their leadership teams to understand business priorities and translate them into organizational and talent strategies.
• Diagnose organizational and talent needs and proactively identify opportunities, risks, and actions that can improve business performance.
• Lead and support cross-Sales and/or Global Operations organizational design initiatives, including structure, role clarity, workforce planning, and effectiveness.
• Assess organizational capabilities and identify critical talent and capability gaps with leadership.
• Leverage organizational, talent, and workforce data to provide insights and recommendations that inform leadership decisions.
• Serve as a trusted thought partner to the HR VP, Sales and Global Operations Leadership Team, and senior business leaders on organizational and talent matters.
• Plan and lead key HR processes across Sales and Global Operations, including Talent Assessment & Succession, Performance Management, and other enterprise or functional talent processes.
• Facilitate talent discussions with leadership teams and translate talent assessments into actionable succession, development, and talent acquisition priorities.
• Strengthen talent pipeline depth, readiness, and development for critical roles in partnership with leaders.
• Identify talent risks and opportunities and partner with leaders and HR COEs to develop targeted actions.
• Ensure effective execution of annual HR processes through clear planning, communication, stakeholder alignment, and follow-through.
• Continuously improve the effectiveness, efficiency, and business impact of core HR processes.
• Own and manage the HR Management System for Sales and Global Operations to create visibility, alignment, and accountability across key HR priorities.
• Establish and manage the HR operating rhythm, including leadership meetings, agendas, metrics, project status reviews, and follow-up actions.
• Develop and maintain dashboards and scorecards that provide visibility into organizational, talent, and HR performance.
• Prepare executive-level materials, insights, and recommendations to support decision-making.
• Monitor progress against key priorities, proactively identify barriers and risks, and drive appropriate action and escalation.
• Lead or contribute to cross-functional organizational effectiveness and talent initiatives across Sales, Global Operations, and HR to drive consistency, scalability, and business impact.
• Partner across HR Centers of Excellence (Talent Management, Learning & Development, Talent Acquisition, Total Rewards) and HR Operations to deliver integrated solutions.
• Translate business needs into clear requirements and ensure HR programs effectively address those needs.
• Drive alignment and accountability across multiple functions and teams, often without direct authority.
• Share insights and best practices across the organization to strengthen HR effectiveness and continuous improvement.
• Support broader HR initiatives that extend beyond Sales and Global Operations and contribute to enterprise-wide outcomes.

Requirements

• Bachelor’s degree in Human Resources, Business, Organizational Development, or related field.
• 7+ years of progressive HR experience, with expertise in talent management, organizational effectiveness, design and development, HR business partnering, and HR project/program management.
• Experience partnering with senior leaders and operating as a trusted advisor in a complex, multi-site, and matrixed organization.
• Demonstrated experience in talent management processes, including talent assessment, succession planning, performance management, and annual compensation processes.
• Experience with organizational design, workforce planning, and other organizational effectiveness initiatives.
• Strong project and program management skills with the ability to lead complex initiatives from planning through execution.
• Strong analytical capability and demonstrated ability to use data to diagnose issues, identify trends, and drive action.
• Excellent communication and executive presentation skills, with the ability to influence senior leaders and communicate complex topics clearly.
• Proven ability to build strong cross-functional relationships and influence outcomes without direct authority.
• Highly organized, detail-oriented, and able to manage multiple priorities in a fast-paced environment.
• Experience in a manufacturing, industrial, or similarly complex operating environment preferred.

Pay

A good faith estimate of the current pay scale for this position is $135,000 to $170,000. Placement in the range depends on experience, skills, geography, and internal equity and may change over time. This position qualifies for benefits and bonus eligibility.

Benefits

• Competitive salary and bonus eligibility.
• Day-one health coverage: medical, dental, vision, and life insurance.
• Paid Time Off: vacation and company holidays.
• Retirement: 401(k) with 6% match.
• Employee Stock Purchase Plan (ESP).
• Work-Life Balance: parental leave and wellness programs.
• Sustainability initiatives and community impact programs.