Director, Business HR – Operations & Engineering
About Corporation
As the #1 most-preferred national window and door brand by homeowners across the country, this company leads the industry in innovation and design. Their Family of Brands encompasses a robust product offering sold and installed through various channels. They are a growing, privately owned company with 20+ manufacturing locations and over 11,000 team members.
As the company continues to grow, both organically and through M&A activity, they are focused on “Building a Talent Advantage.” To support this effort, they are shaping the HR function to be a more strategic, contemporary function that enables the growth of the company. In alignment with this evolution, they are hiring a Director, Business HR – Operations & Engineering to support more than 10,000 manufacturing and engineering team member throughout the U.S.
Position Summary:
The Director, Business HR – Operations & Engineering is a key member of the Business HR Leadership Team, responsible for developing and executing the people strategy that enables company’s Talent Advantage. This role serves as a primary strategic HR business partner to Operations & Engineering leadership, taking the lead on aligning business strategies with Human Resources strategies. In this role, you will create positive and effective partnerships across business and HR teams to develop and drive scalable HR solutions that deliver value and exceed business objectives.
Key Accountabilities:
· Lead the development and execution of the Operations & Engineering people strategy in partnership with the VP of Manufacturing and the VP of Engineering, ensuring alignment with company-wide business and functional priorities.
· Partner with Operations and Engineering leaders to design and evolve the organizational structure to enable growth, continuous improvement, and operational excellence across the enterprise.
· Serve as a strategic advisor on major business initiatives including M&A integration, footprint changes, technology deployments, and large-scale change management efforts, ensuring people implications are anticipated and effectively managed.
· Advance people strategy in areas such as performance management, succession planning and talent reviews, leadership development, organizational effectiveness, total rewards, employee engagement, inclusion, and diversity.
· Coach, develop, and lead the Business HR team, setting clear priorities and success metrics while building a high-performing, highly engaged HR organization.
· Drive an outstanding employee experience and strong retention through the design and execution of scalable programs that foster an inclusive, safe, and high-performance work environment.
· Leverage workforce analytics, dashboards, and operating KPIs to understand organizational health and performance; translate data and insights into practical, solution-oriented actions and measurable business outcomes.
· Collaborate closely with HR Centers of Excellence (Talent, Total Rewards, Talent Acquisition, Culture, etc.) to co-create and deploy contemporary HR programs that support Pella’s business objectives and drives a Talent Advantage.
· Model company values and leadership expectations, building trust and strong relationships across Operations, Engineering, HR, and the broader enterprise.
Education & Experience:
· Bachelor’s degree in Human Resources, Organization Development, Business, or a related field required; Master’s degree or MBA preferred.
· 15+ years of progressive HR leadership experience, including at least 10 years supporting manufacturing or industrial, multi-site operations (global or North American footprint).
· 5+ years leading HR teams, including managing and developing HR business partners and/or HR COE talent.
· 5+ years partnering with senior business leaders on strategic initiatives such as organizational design, M&A integration, large-scale change management, productivity and cost-improvement initiatives, and executive coaching.
· 5+ years of generalist leadership across strategic talent management, succession planning, and organizational development for large, complex organizations.
· Demonstrated experience supporting a predominantly union-free manufacturing workforce; experience navigating union-related environments is a plus.
· Proven ability to use workforce analytics, dashboards, and KPIs to inform decisions, measure performance, and drive positive business outcomes.
· Ability to build strong, mutually beneficial relationships across an organization and achieve results through capability, credibility, and influence.
· Effective communication, facilitation, and collaboration skills at all levels of the organization, including executive leadership.
· Strong business and financial acumen with a clear understanding of how P&L performance, customer dynamics, and competitive differentiation inform people strategies and HR program design.