Company Description

Cornerstone Building Brands, headquartered in Cary, North Carolina, is the largest manufacturer of external building products in North America with over $6 billion in annual revenue and an expansive national footprint that includes almost 20,000 employees, operating in 70 manufacturing facilities, supported by a network of 80 distribution and branch office facilities. We have a broad product offering with a well-regarded brand portfolio including the #1 position in windows; vinyl siding; metal accessories; metal roofing and wall systems; and insulated metal panels.

Job Description

SCOPE OF ROLE

The Talent Management Director is responsible for leading the Talent Management function across the organization. Reporting directly to the Vice President, Talent, this role is pivotal in supporting the organizations strategic objectives by creating and executing processes that generate a sustainable pipeline of quality internal talent. The Talent Management Director will lead the team responsible for strategies and tactics that serve to identify, assess, and deploy talent within the organization. Strategies and tactics include the annual performance cycle, talent calibrations, talent reviews, succession planning, talent program management (e.g., high potentials, early career developmental programs) & new employee induction.

The ideal candidates will be comfortable leading through transformational change within a large geographically dispersed organization. This position requires the ability to operate strategically and tactically in a dynamic environment. This role aims to influence key leaders by working collaboratively with peers to continuously evaluate and improve the organizations talent management practices.

KEY OBJECTIVES AND RESPONSIBILITIES

Talent & Succession

• Partner with human resources and business leaders to identify talent management needs across the organization and develop systematic solutions to address business needs
• Overall responsibility for leading integrated talent management, calibration, and succession planning processes and activities
• Responsible for oversight of the Talent Review process to identify key talent and development actions to accelerate development and succession readiness
• Scale use and increase adoption of universal talent tools, including 9box, talent calibrations, talent reviews, and succession plans
• Utilizes data, metrics, and insights to assess the health of the talent pipeline and determine effectiveness of talent management initiatives and programs

Annual Performance Cycle

• Collaborate with HR Business Partners & HR Technology team to ensure annual performance management processes and programs including goal setting, mid-year review, and year end reviews are well executed
• Assist leaders in identifying core organizational capabilities required to deliver on business goals
• Partner with HR Business Partners and Compensation to effectively link performance & rewards processes to reinforce a culture of performance and development

Internal Deployment & Induction

• Design and manage a structured induction program for new hires
• Manage and progress high potential program
• Oversee leadership assessment processes used for hiring and development
• Partner with colleagues to develop strategies that serve to elevate and retain talent

Program Management

• Coordinate and manage early career developmental programs
• Coordinate and manage high-potential programs

Qualifications

EDUCATION AND WORK EXPERIENCE REQUIREMENTS

• Bachelor’s degree in HR, Organizational Development, Business, or related field required
• Advanced degree in related discipline preferred but not required
• Minimum of 10 years’ experience in related HR functions required
• Demonstrated experience leading strategic HR and/or people initiatives across a matrixed organization
• Experience supporting complex, large-scale, multi-site organization, with both commercial and operations functions required
• Manufacturing and/or building product industry experience is preferred

LEADERSHIP COMPETENCIES:

• Cornerstone Building Brands (CBB) Values and Behaviors & Mindsets – Act consistently with CBB’s Values (Safety, Integrity, & Inclusion) and Behaviors & Mindsets (Customer-Centricity, Interconnectedness, Continuous Improvement)
• Accountable – Accepts personal responsibility for actions and performance. Demonstrates sound judgment and owns problems and solutions. Holds others accountable to expectations
• Collaborative – Emotionally intelligent, listens, builds trust, and maintains strong relationships with others. Communicates effectively and understands varying viewpoints. Able to influence others and leverage relationships
• Change & Culture Champion – Able to impact the culture. Navigates and leads change through planning, effective communication, and influencing others in the adoption of change
• Analytical & Data-minded – Uses facts, data, and empirical information to draw accurate conclusions. Able to track, analyze, and report data
• Results Driven – Makes a positive business impact; Demonstrates self-motivation and executes intended outcomes