Human Resources Manager

Summary The Human Resource Manager plays a critical role in shaping and executing the people strategy in alignment with business objectives. This role is designed for an HR leader who can operate strategically while ensuring operational rigor, partnering closely with business leaders to drive performance, strengthening leadership capability, and fostering a high‑engagement culture. The successful candidate will be viewed as a business and functional leader for the manufacturing site. This position goes beyond traditional HR administration. It is accountable for anticipating workforce needs, identifying organizational risks and opportunities, and delivering integrated people solutions that enable operational continuous improvement and sustainable growth. The HR Manager acts as a trusted advisor to leaders, a coach to managers, and an advocate for employees, while ensuring compliance, consistency, and fairness across business and HR practices. What You’ll Do Strategic Business Partnership Partner with senior leaders to understand business strategy, operational challenges, and workforce implications. Translate business priorities into people strategies across talent, organization design, leadership capability, and culture. Provide data‑driven insights using workforce and people metrics (safety, turnover, engagement, performance, absenteeism) to influence decision‑making. Participate actively in leadership meetings, strategic planning sessions, and operational reviews. Support Lean management principles and standard work to support continuous improvement in the business and function. Talent, Workforce & Succession Planning Lead workforce planning efforts to ensure the organization has the right talent, skills, and structure to meet current and future needs. Develop and drive overall retention strategies and action plans. Partner with leaders to identify critical roles and develop robust succession plans and internal pipelines. Partner with Learning & Development to identify leadership and capability gaps and drive targeted development solutions. Leadership, Culture & Employee Engagement Serve as a steward of the organization’s values, culture, and leadership standards. Coach and influence leaders to strengthen people management capability, accountability, and inclusive leadership behaviors. Lead engagement initiatives, analyze employee feedback, and partner with leaders to create actionable improvement plans. Develop and promote strategies to improve employee engagement. Organizational Effectiveness & Change Management Lead and support organizational design, restructuring, and transformation initiatives. Assess change impacts and develop people‑focused change strategies to support business initiatives. Partner with leaders to manage transitions related to growth, integration, technology, or process changes. Employee Relations, Compliance & Risk Management Provide guidance on employee relations matters, including performance issues, investigations, policy interpretation, and corrective action. Identify and proactively mitigate people‑related risks. Ensure compliance with employment laws, internal policies, and regulatory requirements. HR Operations & Process Excellence Ensure effective execution of core HR processes, including performance reviews, compensation cycles, engagement surveys, onboarding, and exits. Partner with HR Centers of Excellence to deliver seamless and integrated people solutions. Monitor HR process effectiveness and identify opportunities for simplification, standardization, automation and continuous improvement. Ensure accurate documentation, data integrity, and timely reporting. What You’ll Bring Bachelor’s degree in Human Resources, Business Administration, or related field required. 8–12+ years of progressive HR experience, including significant experience in an HR leadership role. Demonstrated ability to influence leaders and operate with credibility at all levels. Strong business acumen with experience aligning people strategies to operational and financial outcomes. Deep knowledge of employee relations, employment law, and HR best practices. Strategic thinking and business partnership. Managerial courage and sound judgment. Change leadership and organizational agility. Coaching, influencing, and communication excellence. Data‑driven decision making. Integrity, discretion, and professionalism. What You’ll Receive As of the date of this posting, a good faith estimate of the current pay scale for this position is $130,000 to $155,000. Placement in the range depends on several factors such as experience, skills, geography and internal equity and may change over time. This position qualifies for benefits and you will be eligible to participate in a bonus plan. We offer a comprehensive benefits program, including: Compensation: competitive salary and bonus eligibility Insurance: day‑one health coverage medical, dental, vision, life insurance Paid Time Off: vacation and company holidays Retirement: 401(k) with 6% match Investments: Employee Stock Purchase plan (ESP) Work‑Life Balance: parental leave, wellness programs Purpose. Impact. Community: Sustainability Initiatives | James Hardie Equal Opportunity Employer James Hardie Building Products Inc. is an equal opportunity employer, and all qualified applicants will receive consideration for employment without regard to race, color, gender, sex, age, national origin, religion, sexual orientation, gender identity/expression, genetic information, veteran’s status, marital status, pregnancy, disability, or any other basis protected by law. James Hardie will comply with any applicable state and local laws regarding employee leave benefits, including, but not limited to providing time off pursuant to the Colorado Healthy Families and Workplaces Act, in accordance with its plans and policies. The position responsibilities outlined above are in no way to be construed as all encompassing. Other duties, responsibilities, and qualifications may be required and/or assigned as necessary. #J-18808-Ljbffr James Hardie