Head of management hr

James Hardie is the industry leader in exterior home and outdoor living solutions, with a portfolio that includes fiber cement, fiber gypsum, composite and PVC decking and railing products. Our family of trusted brands includes Hardie®, TimberTech®, AZEK® Exteriors, Versatex®, fermacell®, and StruXure®.
S. operating entities headquartered in Chicago, we boast 31 operating sites, 6 recycling facilities, and 6 research and development centers globally. Powered by a dynamic workforce, we’re united by our purpose of Building a Better Future for All™ through sustainable innovation, a Zero Harm culture, and a commitment to empowering our people and communities.
The HR Manager, Organization & Talent serves as a strategic partner to the HR Vice President supporting Sales and Global Operations, James Hardie’s two largest organizations, representing approximately 5,000 employees. This role partners closely with the Chief Operations Officer (COO), Chief Sales Officer (CSO), and their leadership teams to shape and execute organizational and talent strategies that enable business performance.

Global Operations includes nearly 30 manufacturing and recycling facilities, as well as Global Operations Centers of Excellence including Supply Chain, Quality, Advanced Manufacturing, EH&S, Procurement, and Engineering. The Sales organization consists of Field Sales, Retail, National Accounts and Sales Operations professionals across the U.This role operates across this complex and diverse organization drive organizational and talent priorities, manage critical cross-Sales and Global Operations HR processes, and lead initiatives that strengthen organizational effectiveness and design, talent pipeline and capability, and organizational engagement and retention.

This position serves as a strategic connector between business leaders, the HR VP, HR Business Partners, HR Centers of Excellence and HR Operations. The role balances strategic partnership with hands‑on execution and requires strong business acumen, executive presence, analytical capability, and the ability to influence and drive results across a complex organization.

Strategic Business Partnership & Organizational Effectiveness

Partner closely with the HR VP, COO, CSO, and their leadership teams to understand business priorities and translate them into organizational and talent strategies.

Diagnose organizational and talent needs and proactively identify opportunities, risks, and actions that can improve business performance.

Lead and support cross‑Sales and/or Global Operations organizational design initiatives, including organizational structure, role clarity, workforce planning, and organizational effectiveness.

Leverage organizational, talent, and workforce data to provide insights and recommendations that inform leadership decisions.

Serve as a trusted thought partner to the HR VP, the Sales and Global Operations Leadership Team and senior business leaders on organizational and talent matters.

Talent, Succession & HR Processes

Plan and lead key HR processes across Sales and Global Operations, including Talent Assessment & Succession, Performance Management, and other enterprise and/or functional talent processes.

Facilitate talent discussions with leadership teams and translate talent assessments into actionable succession development and talent acquisition priorities to activate throughout the year.

Partner with leaders to strengthen talent pipeline depth, readiness, and development for critical roles.

Identify talent risks and opportunities and partner with leaders and HR COEs to develop targeted actions.

Ensure effective execution of annual HR processes through clear planning, communication, stakeholder alignment, and follow‑through.

Continuously identify opportunities to improve the effectiveness, efficiency, and business impact of core HR processes.

HR Management System & Operating Rhythm

Own and manage the HR Management System for Sales and Global Operations to create visibility, alignment, and accountability across key HR priorities.

Further establish and manage the HR operating rhythm, including leadership meetings, agendas, metrics, project status reviews, and follow‑up actions.

Develop and maintain dashboards and scorecards that provide visibility into organizational, talent, and HR performance.

Prepare executive‑level materials, insights, and recommendations to support decision‑making.

Monitor progress against key priorities, proactively identify barriers and risks, and drive appropriate action and escalation.

Continuously improve the HR management system to strengthen focus, accountability, and execution across the organization.

Cross-Organizational Leadership & HR Partnership

Lead or contribute to cross‑functional organizational effectiveness and talent initiatives across Sales, Global Operations, and HR that drive consistency, scalability, and business impact.

Partner across HR Centers of Excellence, including Talent Management, Learning & Development, Talent Acquisition, Total Rewards, as well as HR Operations and other functional teams, to deliver integrated solutions.

Translate business needs into clear requirements and ensure HR programs and solutions effectively address those needs.

Share insights and best practices across the organization to strengthen the overall effectiveness of HR, drive learnings and continuous improvement.

Support broader HR initiatives that extend beyond Sales and Global Operations and contribute to enterprise‑wide outcomes.

Bachelor’s degree in Human Resources, Business, Organizational Development, or related field.

7+ years of progressive HR experience, with experience in talent management, organizational effectiveness, design and development, HR business partnering and HR project/program management.

Experience partnering with senior leaders and operating as a trusted advisor in a complex, multi‑site, and matrixed organization.

Demonstrated experience in talent management processes, including talent assessment, succession planning, performance management, and annual compensation processes.

Experience with organizational design, workforce planning, and other organizational effectiveness initiatives.

Strong project and program management skills with the ability to lead complex initiatives from development and planning through execution.

Strong analytical capability and demonstrated ability to use data to diagnose issues, identify trends, and drive action.

Highly organized, detail‑oriented, and able to effectively manage multiple priorities in a fast‑paced environment.

Experience in a manufacturing, industrial, or similarly complex operating environment preferred.

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.

Compensation: competitive salary and bonus eligibility

Paid Time Off: vacation and company holidays

Retirement: 401(k) with 6% match

Employee Stock Purchase plan (ESP)

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.