Manages and coordinates the company's human resources function across sub-functions such as recruitment, training and talent development, compensation and benefits, organization development, and employee relations to meet company's business requirements. This is the top human resources position for a specific location but is governed by policies and frameworks established by the corporation.
JOB PURPOSE
Identify new external developments and / or emerging issues within an area of technology or business function and evaluate their potential impact on, or usefulness to, the organization.
Lead the development and implementation of strategy for a significant area of responsibility, anticipating complex issues, challenges, and opportunities, and ensuring integration with wider corporate strategy.
Develop a comprehensive policy framework for a significant area of the business and oversee its implementation.
Lead the development of HR frameworks and tools for a significant area of responsibility, ensuring compliance with external requirements and integration with the broader corporate policy framework.
Provide authoritative specialist advice to senior managers at the business unit or regional level to enable the implementation of policy, projects, and change initiatives.
Develop and investigate multiple hypotheses, using a wide range of HR data to diagnose underlying causes of key business issues and identify opportunities to enhance employee engagement and/or improve business performance.
Identify and communicate the actions needed to implement the function's strategy and business plan within the business area or department; explain the relationship to the broader organization's mission, vision and values; motivate people to commit to these and to doing extraordinary things to achieve local business goals.
Manage budget plans for a department; could involve development or delivery (or both).
Lead the detailed design, and manage the delivery of, projects within a transformational change program, ensuring integration with related projects; use structured change management methodologies to drive acceptance of change and to embed desired culture and behaviors.
Specify and manage the implementation of HR data requirements for an important area of responsibility within the HR function to meet the organization's management information needs and to support key processes and procedures.
Evaluate the capabilities of staff within the department to identify gaps and prioritize development activities. Implement the organization's formal development frameworks within the area of responsibility. Coach and mentor others to support the development of the organization's talent pool.
Manage and report on performance within the department or area of responsibility; set appropriate performance objectives for direct reports and hold them accountable for achieving these; take appropriate corrective action where necessary to ensure the achievement of annual business objectives.
BEHAVIORAL COMPETENCIES
Makes sense of complex, high quantity, and sometimes contradictory information to effectively solve problems; offers penetrating questions to help others get to the heart of complex situations and find strong solutions. Uses a range of inputs to fully understand and solve problems.
Applies knowledge of business and the marketplace to advance the organization's goals; ensures that the team understands and discusses relevant industry changes. Gives strong messages about how people's efforts make a difference to the broader organization.
Holds self and others accountable to meet commitments; measures and tracks team's and own performance, and helps the team learn from success, failure, and feedback. Adheres to, and enforces, goals, policies, and procedures.
Develops and delivers multi-mode communications that convey a clear understanding of the unique needs of different audiences; tailors communication content and style to the needs of others. Pays attention to others' input and perspectives, asks questions, and summarizes to confirm understanding.
Knows the most effective and efficient processes to get things done, with a focus on continuous improvement; motivates people to produce highest-quality outcomes and pursue continuous improvement. Sees that problems are well examined and improvements are integrated into all relevant work processes.
Plans and prioritizes work to meet commitments aligned with organizational goals; stays focused on plans and improvises in response to changes, including risks and contingencies. Aligns own team's work with other workgroups'. Looks ahead to determine and obtain needed resources to complete plans.
Maneuvers comfortably through complex policy, process, and people-related organizational dynamics; builds support for ideas among key decision makers and stakeholders. Anticipates political difficulties and identifies ways to overcome any resistance.
Builds strong-identity teams that apply their diverse skills and perspectives to achieve common goals; connects with others on team projects and leverages their strengths and knowledge to deliver the best possible results. Champions the decisions of the team and operates in a way that builds team spirit.
SKILLS
Uses expertise to act as organizational authority on planning, organizing, prioritizing and overseeing activities to efficiently meet business objectives.
Applies expertise to act as the organizational authority on developing appropriate plans or performing necessary actions based on recommendations and requirements.
Acts as the organizational authority and established expert on analyzing data trends for use in reports to help guide decision making.
Uses expertise to act as the organizational authority on developing, monitoring, interpreting and understanding policies and procedures, while making sure they match organizational strategies and objectives.
Uses comprehensive knowledge and skills to work independently while providing guidance and training to others on analyzing data from multiple sources to draw appropriate conclusions and make suitable recommendations.
Uses comprehensive knowledge and skills to act independently while guiding and training others on making sure the organization develops and maintains the culture, values and design it needs to reach its objectives while managing structural change.
Applies comprehensive knowledge and skills to work independently while providing guidance and training to others on reviewing and creating relevant, lucid and effective reports.
Applies expertise to serve as the organizational authority on achieving full compliance with applicable rules and regulations in management and/or operations.
Acts as the organizational authority and established expert on interpreting and applying knowledge of laws, regulations and policies in area of expertise.
General Education
Bachelors degree in Human Resources Management, Business Administration, or related field preferred.
At PGT Innovations, we may build and support high-quality, innovative windows and doors, but every day holds opportunities for us to do so much more – from building stronger teams through leading, supporting, mentoring, and collaborating, to fostering better relationships with our customers.
WHY WE’RE DIFFERENT
Every day we look for opportunities to grow and achieve greatness – together.
This isn’t an “everyone for themselves” environment. Here, we look out for each other. We help each other. We prop each other up during challenging times.
Because inventing, building, and delivering the future of windows and doors is not a one-person job. It takes all of us.
Our collaborative group.
Our understanding family.
Our strong team.
Working together to inspire greater opportunity for our customers, our community, and our team members.
PGTI Perks
Culture at PGTI
Every great culture begins with a strong foundation. Ours is guided by our Togetherness Code:
PGT Innovations is an equal opportunity employer. Applicants are considered
for positions without regard to race, color, creed, national origin, ancestry,
religion, sex, sexual orientation, gender identity or expression, age, mental or
physical disability, marital/family/caregiver status, genetic information,
military or veteran status, citizenship or any other characteristic protected by
federal, state or local low. PGT Innovations also prohibits harassment of
applicants or employees based on any of these protected categories.
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