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Vice President, Human Resources Manufacturing

Date: Oct 24, 2021

Location: Chicago, IL, US

Company: James Hardie

Company Summary


James Hardie is the global leader in fiber cement technology, and has maintained its innovative and entrepreneurial legacy around the world for more than 125 years.  It invented fiber cement siding products as a durable, lower-maintenance alternative to wood and vinyl.  Its products combine innovation and versatility to offer a variety of design possibilities, matched with specific performance attributes relative to the climate where the product is being used.  Currently installed on more than 8 million homes in North America and with global sales of nearly $3.0 billion (US), we continue to grow our global market in building products through our technology and manufacturing processes.



Job Summary


The HR Leader – NA Manufacturing, Operations will be responsible to oversee all elements of Human Resources at our manufacturing facilities in the US and the Operations/Supply Chain organization located the Chicago, Il Headquarter location.  This role will also be responsible to oversee a Center of Excellence for Global Employee Relations, developing tools, protocols and consistency of investigation approach for key policy issues.


Specifically, this role will provide HR business partnering to the EVP - NA Manufacturing & Engineering and the EVP – NA Operations & Supply Chain as well as oversee a team of HR professionals located in our 10 US facilities and NA headquarters locations.  This role has oversight for HR programs and service delivery for approximately 2000 of the 5000 total James Hardie global employee population.









Job Responsibilities


  • Lead a team of ~20 HR professionals to support ~2000 employees at our 10 US manufacturing facilities and centralized Operations/Supply Chain locations, ensuring HR service levels and program support meet or exceed the needs of the organization, including greenfield sites and existing site expansion.


  • Provide HR business partnering and consultative support to senior leaders within the Manufacturing, Operations/Supply customer group.


  • Act as a member of the Global Human Resource Leadership Team – actively participating on team to make key functional strategic decisions and deliver transformation project work to drive continuous improvement into our service and program offerings.


  • Act as a steward for Talent Management within own team and customer group – teaching, role modeling and driving talent work that will enable enhanced organizational effectiveness.


  • Work with direct reports and broader team to establish HR standard work and visual management, incorporating LEAN into HR service delivery and using analytics as a basis for decision making


  • Ensure proactive positive Employee Relations are in place at all locations within scope of responsibility – implementing programs and monitoring mechanisms to ensure high levels of employee engagement, reduced levels of attrition and overall employee satisfaction.   Compliance with state, local and federal requirements is also a requirement.


  • Support and potentially lead HR transformation project work, as requested (i.e., HRIS implementation, workforce planning initiatives, customer specific and broad learning & development initiatives, etc.).


  • Manage budgets, headcount and other standard requirements of a leadership role in within James Hardie Building Products.




Scope of Position

Under the direction of a senior HR leader, this role will manage all Human Resources programs, service delivery and special projects within customer groups as well as oversee the Employee Relations Center of Excellence.   Part of this responsibility includes identifying risks and recommending solutions to ensure we proactively manage both the needs of manufacturing and operations customer group, the HR function and the organization as a whole.  Projects and day to day work are moderate to complex in nature with medium to significant impact to the NA (primarily) and in some cases, our global business.  Programs have moderate risk to the business unit.  Decisions are typically limited by functional area or business/division objectives/guidelines.

Desired Education & Experience


Education Level



Bachelor’s degree, preferably in Business, Labor, Human Resources or related discipline required.

  • Minimum of 15 years of experience in an assortment of Human Resources roles with expanded responsibility over time, including HR business partnering with senior leaders.
  • Demonstrated capability working within a manufacturing environment, leading remotely located teams in key HR categories of work, that are impactful to an Operations/SC client group.
  • Experience working on a global level – either gained in a formal global role or through accumulation of experience in multiple regions
  • Significant experience in positive employee relations programs and program management
  • Demonstrated experience with greenfield site / site expansion projects and acquiring and on-boarding talent to support operational needs


Master’s Degree in related field and associated certifications

  • Project management experience – leading transformational HR initiatives





Desired Skills & Certifications

  • Has a demonstrated record of successfully leading HR geographically dispersed teams.
  • Advanced knowledge of and work experience with employment law and regulations at the local, state and federal levels.
  • Ability to apply effective problem solving techniques and methodologies to address moderately complex problems related to managing a commercialization project.
  • Ability to create solutions for moderately complex problems, which requires ingenuity, creativity, innovation, and analytical skills.
  • Excellent communication, problem solving, presentation, relationship and organizational insight skills.
  • Detail oriented, with solid organizational skills.
  • Aptitude to analyze results and make recommendations.
  • Strong business acumen with the ability understand business and project objectives and their impact on the broader business.
  • Propensity to identify issues proactively, making decisions with incomplete information, driving action
  • Demonstrates ability to understand priorities, determine the critical path, develop contingency plans.
  • Ability to motivate and influence others effectively without authority, to do what needs to be done, encourage project teams against headwinds and still deliver results.
  • Demonstrated ability to listen, to clearly articulate objectives so that they are understood, and to provide both recognition and critical feedback.
  • Demonstrates positive influence, is open-minded and passionate about HR work and impact on business.
  • Ability to travel an average of 50%.






This job description provides general information about the nature and levels of work, knowledge, skills, abilities and other essential functions expected of an incumbent. It is not designed to be a comprehensive listing of all duties or responsibilities required of an incumbent. Nothing in this job descriptions restricts management’s right to modify these duties and responsibilities at any time. This job description does not constitute a contract of employment or modify your status as an at-will employee. 



Nearest Major Market: Chicago

Job Segment: Industrial, Engineer, HR, Program Manager, Manufacturing, Human Resources, Engineering, Management