Talent Partner

Job Description

Job Description

Company Description

Cornerstone Building Brands is a leading manufacturer of exterior building products for residential and low-rise non-residential buildings in North America. Headquartered in Cary, N.C., we serve residential and commercial customers across the new construction and Repair & Remodel (R&R) markets. Our market-leading portfolio of products spans vinyl windows, vinyl siding, stone veneer, metal roofing, metal wall systems and metal accessories. Cornerstone Building Brands’ broad, multi-channel distribution platform and expansive national footprint includes more than 18,800 team members at manufacturing, distribution and office locations throughout North America. Corporate stewardship and Environmental, Social and Governance (ESG) responsibility are embedded in our culture. We are committed to contributing positively to the communities where we live, work and play. For more information, visit us at  .

The Talent Partner is a strategic Talent Acquisition leader responsible for owning end-to-end hiring outcomes for our largest business unit. Serving as the primary interface between the business and Talent Acquisition, this role aligns hiring strategy to business priorities, workforce plans, and financial targets across both salaried/professional and high-volume hourly manufacturing hiring.

This role goes beyond requisition management to provide strategic workforce planning, risk management, and hiring governance, ensuring the right talent is in place to support operational continuity, production demand, and business performance.

The Talent Partner works closely with HR, operations, and leadership while leveraging recruiters, sourcers, and RPO partners to deliver hiring results at scale across diverse functions, locations, and talent segments. This position reports to the Director, Talent Acquisition.

Business Partnership & Workforce Strategy

• Serve as the primary TA leader for assigned business unit, aligning hiring strategy to business priorities, workforce plans, and financial targets.
• Lead workforce planning, hiring prioritization, and capacity discussions across both salaried/professional and manufacturing talent needs to ensure focus on the roles that matter most.
• Act as a trusted advisor to leaders, providing insight into labor market dynamics, hiring risk, and tradeoffs.
• Partner with HR and business leaders to ensure disciplined hiring decisions aligned to enterprise governance and approvals.

Ownership of Hiring Outcomes

• Own end-to-end hiring outcomes for assigned business unit, including professional, leadership, technical, and high-volume manufacturing hiring.
• Drive accountability for results across recruiters, sourcers, HR, and RPO partners.
• Identify and address risks proactively (aging vacancies, critical roles, pipeline gaps, capacity constraints).
• Ensure consistent execution of the TA operating model across all sites and functions.

Execution Leadership & Delivery

• Set hiring priorities for assigned business unit and ensure alignment across TA and HR partners.
• Provide escalation support and hands-on leadership for critical roles, sites, and high-risk hiring situations.
• Partner with recruiters, sourcers, and RPO teams to build targeted pipelines for critical professional positions while ensuring sustainable candidate flow for high-volume manufacturing hiring.
• Ensure a balanced approach to speed, quality, and candidate experience.

RPO & Vendor Strategy

• Provide oversight of RPO and external partners supporting manufacturing and professional hiring, ensuring alignment to business needs and performance expectations.
• Drive consistency in how RPO is deployed across sites to improve efficiency and outcomes.
• Evaluate and optimize insource vs. outsource decisions, balancing cost, speed, quality, and risk.

Governance, Process & Change Leadership

• Reinforce discipline in hiring practices, including approvals, prioritization, and adherence to enterprise processes.
• Act as a change leader, driving adoption of standardized tools, workflows, and operating models.
• Lead initiatives that improve hiring effectiveness, workforce planning, and leader capability.

Data, Insights & Risk Management

• Monitor key performance indicators (volume, cycle time, aging vacancies, risk indicators) and translate into actionable insights.
• Provide clear updates to business and HR leadership on progress, risks, and tradeoffs.
• Identify and escalate talent risks early to protect business outcomes.
• Ensure compliance with employment laws, policies, and audit requirements.

• 7+ years of Talent Acquisition, Human Resources, or related experience, including responsibility for hiring outcomes in complex, high-volume, multi-site environments.
• Experience supporting both salaried/professional recruiting and high-volume hourly manufacturing hiring.
• Demonstrated ability to partner with senior business, operations, and HR leaders and influence decision-making at multiple organizational levels.
• Strong experience in workforce planning, hiring prioritization, and talent risk management.
• Proven ability to lead in a fast-paced, matrixed organization and navigate competing priorities with a high degree of urgency and ambiguity.
• Experience managing or partnering with RPO providers and external recruiting vendors to drive performance and hiring results.
• Strong analytical and problem-solving skills, with the ability to leverage data, market insights, and workforce trends to drive decisions and accountability.
• Excellent communication, presentation, and stakeholder management skills, with the ability to influence and build credibility across functions.
• Up to 15% travel domestically 

All your information will be kept confidential according to EEO guidelines.

The US base salary range for this full-time position is $120,000-$140,000+ bonus + medical, dental, vision benefits starting day 1 + 401k and PTO. Our salary ranges are determined by role, level, and location. Individual pay is determined by work location and additional factors, including job-related skills, experience, and relevant education or training. Your recruiter can share more about the specific salary range for your preferred location during the hiring process. (Full-time is defined as regularly working 30+ hours per week.)

Why work for Cornerstone Building Brands?  

Our teams are at the heart of our purpose to positively contribute to the communities where we  live, work and play . Full-time* team members receive** medical, dental and vision benefits starting day 1. Other benefits include PTO, paid holidays, FSA, life insurance, LTD, STD, 401k, EAP, discount programs, tuition reimbursement, training, and professional development. 

*Full-time is defined as regularly working 30+ hours per week. **Union programs may vary depending on the collective bargaining agreement.

Cornerstone Building Brands is an Equal Opportunity Employer.  

All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, pregnancy, genetic information, disability, or status as a protected veteran. You can find the Equal Employment Opportunity Poster here. You can also view Your Right to Work Poster here along with This Organizations Participation in E-Verify Poster here. If you'd like to view a copy of the company's affirmative action plan for protected veterans or individuals with disabilities or policy statement, please contact Human Resources at View phone number on jobswipe.net or View email address on jobswipe.net -bb.com. If you have a disability and you believe that you need a reasonable accommodation in order to search for a job opening or to submit an online application, please contact Human Resources at View phone number on jobswipe.net or View email address on jobswipe.net -bb.com. This email is used exclusively to assist disabled job seekers whose disability prevents them from being able to apply online. Only emails received for this purpose will be returned. Messages left for other purposes, such as following up on an application or technical issues not related to a disability, will not receive a response.

All your information will be kept confidential according to EEO guidelines.

California Consumer Privacy Act (CCPA) of 2018

Must be at least 18 years of age to apply.

Note to External Recruiters

Cornerstone Building Brands does not accept unsolicited resumes and will not pay fees for any candidate submissions that were not expressly authorized.

Notice of Recruitment Fraud

We have been made aware of multiple scams whereby unauthorized individuals are using Cornerstone Building Brand's name and logo to solicit potential job-seekers for employment. In some cases, job-seekers are being contacted directly, both by phone and e-mail. In other instances, these unauthorized individuals are placing advertisements for fake positions with both legitimate websites and fabricated ones. These individuals are typically promising high-paying jobs with the requirement that the job-seeker send money to pay for things such as visa applications or processing fees. Please be advised that Cornerstone Building Brands will never ask potential job-seekers for any sort of advance payment or bank account information as part of the recruiting or hiring process.