ANDERSEN CORPORATION SUMMARY

At Andersen, we pride ourselves on our core values of Excellence, Integrity, Innovation, Partnership and being a leader in Corporate Citizenship. Headquartered in Bayport, Minn., Andersen Corporation is the largest window and door manufacturer in North America. Newsweek recognized Andersen as one of "2023 America's Greatest Workplaces."

We're focused on bringing more light into people's lives by helping them create healthier, happier spaces to build memories and do what they love. This applies to our team, too. Andersen embraces our nine Employee Resource Networks to celebrate our differences and to champion diversity. We are named as a Forbes "Best Employer for Diversity 2022."

Earning the 2023 ENERGY STAR Partner of the Year-Sustained Excellence Award, Andersen is also committed to environmental health and sustainability. No matter your role, you'll have the opportunity to make a difference at Andersen.

SUMMARY

The HR Manager provides business partner leadership to multiple operations, logistics and/or functional teams, while also being responsible for leading and developing multiple HR Teams that are responsible for HR Business Partnership, HR operations administration, and professional and production talent acquisition. The role is responsible for developing continuous improvement projects and activities to improve organizational effectiveness, enhance value, and remove obstacles to business performance to enable the business to achieve it's performance targets. This role also increases responsibility for transforming the organization's culture and driving HR functional excellence and process improvement for a multi-site region or a large plant.

PRIMARY RESPONSIBILITIES

• Lead the development and implementation of talent strategies that support operations, supply chain, corporate functional business groups and corporate HR strategic initiatives across multiple manufacturing and logistics facilities and/or functional groups.
• Responsible for leading or coaching HR and leaders to develop strong community relations and initiatives that develops the locations brand and community awareness.
• Define organizational effectiveness goals, develop performance metrics and implement effective people processes to drive business results within regional sites, in alignment with the company's values and its vision to bring out each person's best in order to be the best together.
• Serve as a close business partner with Plant Managers, General managers, Sr. Managers and/or Vice Presidents on all human resources matters, including providing counsel and support to managers and line leaders regarding talent acquisition, employee engagement and retention, diversity, employee relations, performance management, team building, coaching and development, succession planning, compensation, legal and regulatory compliance and site safety, security and crisis management.
• Support the deployment of cyclical HR processes by fostering complete leader engagement, focus and commitment through coaching, training and robust communications.
• Serve as a vital link between local operations and corporate teams, fostering collaboration between local HR teams and corporate HR and Enterprise Services, between site operations leadership and division operation and supply chain leadership, and across teams within the regional facilities being supported.
• "Drive continuous process improvement and simplification activities within HR and across the business. Apply Lean practices in the daily management of the HR team and serve as a role model for the rest of the operations team and the broader HR organization. Be accountable for the HR team's participation on corporate sponsored kaizen and other project teams, providing personal leadership and involvement where needed to model the way.
• Strengthen the HR leadership pipeline and build HR capability by acquiring, developing and inspiring great talent.
• Provide subject matter leadership in effective investigations through coaching and developing the frontline HR team and personal involvement when necessary to drive improvement in the overall efficiency and effectiveness of company practices
• Support activities focused on maintaining a union free environment. In markets with active unions, oversee all aspects of union impact.
• Leads and manages to provide direction to multi site teams to deliver on human resource strategies while delivering on business partners' needs and expectations.

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QUALIFICATIONS AND SKILLS

• Strategic business thinker with the demonstrated ability to understand multiple plant and functional business goals, recommend new approaches, programs, policies and processes that yield business/engagement improvement.
• Demonstrated ability to support and lead large and small change initiatives across multiple plants and functions using change management and communications principles and methods.
• Experience & comfort with a fast-paced, complex & changing work environment & the ability to manage multiple & shifting priorities simultaneously, with an orientation toward delivering results.
• * Excellent conflict management and negotiation skills at a senior leader level - can bring others together and reconcile differences.
• Ability to build a multi-lingual translation team to support ethnically diverse work populations.
• Excellent interpersonal, verbal and presentation skills with the ability and passion to engage with others authentically, establish trust, build long-lasting relationships - influence at all levels.
• Strong organizational and time management skills; multi-tasking and prioritizing, planning work activities efficiently to meet deadlines and high level goals; managing multiple projects simultaneously.

MUST HAVE QUALIFICATIONS

• "BA/BS degree in Human Resources or similar discipline preferred, or equivalent combination of education and experience. MBA preferred.
• 5 years of HR business partner experience, with at least 3-5 years' experience leading others. Manufacturing & Corporate experience is a must.
• Masters Level Preferred and/or SPHR/SHRM-SCP Certification preferred"

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CULTURE AND BENEFITS

"Be Orange. Be You" is how we express our belief that by embracing our differences and empowering you, we'll be a stronger team able to accomplish what otherwise wouldn't be possible. This Orange spirit has helped us become the #1 innovative window and door brand* and the one homeowners love the most.** It's also why we're committed to supporting you to approach each day with a bright outlook.

Benefits include, and are not limited to:

*Medical/Dental/Vision/Life Insurance

*Health Savings Account contributions

*Paid holidays plus PTO

*401(k) plan & contributions

*Professional development and tuition reimbursement opportunities

*Charity contributions

*Nationwide career opportunities

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.

In 2024, Andersen has set a profit-sharing target of $4,000 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.

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.