Cornerstone Building Brands is a premier exterior building solutions provider serving both the residential and commercial markets across North America. The building products we manufacture are the cornerstone of the communities where people live, work and play -from homes to hospitals, grade schools to grocery stores, manufacturing facilities to municipal buildings and beyond.

Through the core values and consistent behaviors and mindsets embraced by our employees, we have built a culture dedicated to understanding our customers' needs and what matters most to their success. We know that it's our people that make the difference and we are deeply committed to building a workplace and global community where inclusion is not only valued, but prioritized, providing an environment of mutual respect where equal employment opportunities are available to all applicants and team members.

COMPANY DESCRIPTION:

Cornerstone Building Brands is North America’s largest manufacturer of exterior building products.  We’re committed to providing high-quality exterior building solutions that our customers and communities can count on.  With an expansive product offering across the US, Canada, Mexico, and Costa Rica, we are uniquely positioned to enhance the value we provide to our partners and customers. Our building solutions are the cornerstone of the communities we serve.

SCOPE OF ROLE:

The Sr. Manager, Employee Relations (ER) at Cornerstone Building Brands is responsible for leading the ER & HR Compliance function across the organization. Reporting to the Corporate Director, HR, this role is pivotal in supporting the organization’s strategic objectives through delivering solutions that supports HR and leaders in fostering a positive working environment for all Cornerstone employees. The Sr. Manager, ER will lead the team responsible for setting and executing the ER strategy. This includes the development and deployment of solutions that improve employee relations and drive ensure HR compliance, help Cornerstone proactively mitigate labor and employment risk and effectively address current employee relations issues while providing expert coaching and guidance to HR and leaders along the way.

The ideal candidate will be comfortable leading through transformational change within a large organization.  This position requires the ability to navigate complex challenges with a high degree of integrity, perspective and pragmatism in a dynamic environment. 

KEY OBJECTIVES AND RESPONSIBILITIES:

• Serve as the leader of the ER & HR Compliance function, providing solutions to improve overall employee relations and reduce labor and employment risk
• Partner with Human Resources business partners and Business leadership to identify needs across the organization, both at individual and group levels
• Develop and deploy union avoidance strategy, including but not limited to vulnerability audits, ER training, and management effectiveness training
• Consult and advise HR and leaders on complex Employee Relations issues, leading investigations on highly-complex and/or high-tier ER issues as needed
• Identify and partner with HR Leadership to deliver solutions to improve employee experience based on employee feedback (new hire surveys, pulse engagement surveys, exit interviews, etc.)
• Partner with the CHRO & HR Leadership Team in developing and implementing a periodic HR audit plan for the evaluation of department’s policies and procedures and provide a road map for necessary changes
• Collaborate with Legal Compliance to ensure effective closure of employment-related EthicsPoint cases and recommend paths to close process and/or capability gaps to HR leadership
• Ensure company-wide compliance with federal, state, and local employment and labor laws such as the DOL, I-9’s, EEO, ADA, ADAAA, WARN Act, FLSA, drug screening, etc.
• Oversee company severance program to include planning process for all reductions and/or closures as well as communications, selection process, compliance, and execution
• Coordinate responses with HR Leadership, General Counsel and outside legal representatives on employment related complaints filed with state and federal agencies
• Assist with integration of employees and HR policies and practices following acquisitions
• Placeholder for proactive ER initiatives – pulse survey action planning/execution
• Support union negotiations and on-going contract interpretation as needed

PEOPLE & CULTURE LEADERSHIP:

• Acts as a catalyst to improve employee relations across Cornerstone, providing insights and pragmatic solutions
• Builds a high performing team of ER and HR Compliance professionals and fosters a continuous improvement culture
• Provides coaching and guidance to HR leadership, HR team and leaders in the business on ways to improve employee relations and HR compliance at Cornerstone
• Fosters a culture, including ways of working and behaviors, which is congruent with our mission, values, and Behaviors & Mindsets
• Serves as a role model and champion for employee engagement and retention efforts

LEADERSHIP COMPETENCIES:

• Perspective – Looks towards the broadest possible view when developing solutions and dealing with challenges
• Anticipation – Proactively identify and solve issues before they become problems
• Change Management – Ability to lead change in a way that brings people along in the journey
• Ambiguity – Operates effectively when things are not certain or path forward is not always clear
• Communication – Effective communication (oral, written and presentation) and interpersonal skills to interface within own team and business facing leaders
• Collaboration – Listens, builds trust, and works effectively with others to achieve business outcomes; Improves team effectiveness
• Analytical and Data Minded – Uses facts, data, and empirical information to draw accurate conclusions. Able to track, analyze, and report data
• Cornerstone Building Brands (CBB) Values and Behaviors & Mindsets – Acts consistently with CBB’s Values (Safety, Integrity, & Inclusion) and Behaviors & Mindsets (Customer-Centricity, Interconnectedness, Continuous Improvement)

SUPERVISORY RESPONSIBILITIES:

• This position currently has supervisory responsibilities and 3 direct reports

EDUCATION AND WORK EXPERIENCE REQUIREMENTS:

• Bachelor's Degree from an accredited university or college in Business Administration, Human Resources, Labor Relations or related field
• Minimum of 7 years of experience in Human Resources, with 3 years experience in Labor Relations
• Experience supporting complex, large-scale, multi-site organization
• Strong working knowledge of US & Canada Labor and Employment Law
• Experience leading union avoidance initiatives