Vice President of Human Resources, North American Business Unit


Global manufacturer and distributor of consumer and commercial products.


This position will report to the Vice President of North America Human Resources and lead a team of HR managers and generalists.


This highly valued and strategic leader will partner with the Senior Vice President for North America Doors or Windows and their leadership team and associates across an approximately $1.5 billion business unit. The Vice President of Human Resources (VP of HR) is a member of the global HR leadership team responsible for all Human Resource activities and programs for 50+ plants across the line of business.

This position serves as a critical business partner to the line of business, focusing on developing and delivering HR strategy, driving the success of mergers and acquisitions, organizational development and effectiveness, talent management and development, hiring, staffing and retention, succession planning, performance management, compensation and benefits, employee and labor relations, diversity, legal compliance, and general administration. Working in collaboration with business leadership and the HR Centers of Expertise (COEs), the VP of HR will lead an ambitious strategy to support business priorities and achieve key business goals.

This position is a critical member of the operations leadership team and a key member of the global HR organization. The position is accountable to support and champion overall corporate objectives and programs, including the company’s culture, values, and guiding principles.

Specific duties will include, but not necessarily be limited to:

  • Partner with the SVP, General Manager of NA Doors or Windows as strategic business and HR leader.
  • Support achievement of overall business objectives through the design and implementation of effective HR strategy, programs, practices, policies, and tools.
  • Develop and implement organizational structure and organizational alignment recommendations linked to strategy.
  • Create organizational capacity for change, leading and sponsoring programs that promote organizational flexibility and effectiveness.
  • Lead HR due diligence and post-acquisition integration activities for all acquisition targets linked to the business.
  • Lead objectives related to organizational design and succession planning – working with talent management COE partners to ensure that a continuing talent pool of skills and leadership is available to drive the business. This will include providing direction and leadership in succession planning, training, talent development, and performance management.
  • Coach and develop high-performing regional HR management team members and support them in effectively driving initiatives focused on meeting human capital needs and delivering people and culture success.
  • Develop, recommend, and implement policies, procedures, and programs to promote and monitor a positive employee relations climate and the accomplishment of company objectives.
  • Ensure company values and principles are sustained; take a lead role in fostering a professional environment focused on building customer loyalty, innovation, globalization, talent development, and operational excellence.
  • Develop and support operational and process improvement programs that lead to a more lean and efficient business; work in partnership with HR partners to sponsor policies and procedures that support business growth, profit, and cost containment objectives.
  • Develop and monitor labor-management relations and human resource strategies in a manner that will decrease the dependence of employees on third-party representation; where a union exists, develop and execute strategies that will successfully produce labor contract agreements in line with company objectives.
  • Collaborate with communications and HR partners to deploy an effective employee communications strategy to provide updates on current business performance and allow for employee feedback on issues affecting the workforce.
  • Ensure that the company follows all applicable legislation regarding labor relations, employee relations, employment, employee benefits, safety, compensation, and other employee-related matters.


  • Minimum of 15 years of relevant and progressive HR management experience, with deep expertise in manufacturing or related industries.
  • Expectation of deep expertise and experience as a senior HR leader, managing large and geographically dispersed teams.
  • Successful track record and demonstrated achievement as a strategic HR business partner, coaching, providing counsel, and valued insights to executive-level business leaders.
  • Prior experience with M&A, footprint rationalization, or large-scale project management roles is desirable.
  • Business focused and results-oriented with a bias for action.
  • Agile and able to shift quickly from tactical to strategic.
  • Adaptable and comfortable in a fast-changing, matrixed environment.
  • Strong, clear communicator; able to demonstrate role model behaviors in managing self and others.
  • Strong leadership courage; authoritative and decisive when needed.
  • Politically astute with strong influencing skills.
  • Ability to travel 30% to 50% of the time.
  • Bachelor’s degree in a related discipline is required; MBA or master’s degree in a relevant discipline preferred.


Compensation will be commensurate with experience, including a competitive base salary, bonus opportunity, and competitive benefits package.


Greg Gabel, President