Human Resources Director

Company Name:
Beacon Roofing Supply, Inc.
Human Resources Director, East Division
(Columbus/Hilliard, OH)
Beacon Roofing Supply, Inc. is one of the largest distributors of residential and non-residential roofing and complementary building products in North America. We currently consist of 13 regional companies in 42 states and 6 Canadian Provinces with over 270 locations and more than 3,000 employees. We are known throughout the building supply industry for having quality people, quality service and quality building products.
Beacon Roofing Supply is publicly traded on the NASDAQ stock market under the symbol BECN. In June of 2006, Beacon Roofing Supply was named to the NASDAQ Global Select Market.
We are seeking a Human Resources Director for the East Division. This position will be based in our Hilliard, Ohio office. This role reports to the Executive Vice President of the Division and the Regional Vice President for the territory and dotted line to the Chief Human Resources Officer. Essential duties and responsibilities include the following. Other duties may be assigned.
Position Description:
The Human Resources Director is responsible for the full range of Human Resources (HR) activities for exempt and non-exempt teams including talent development and staffing, organizational design and change management, employee/labor relations, performance management, leadership coaching, total rewards implementation, succession planning, engagement and overall human resource compliance/reporting. Working closely with the business leaders, the incumbent will ensure effective execution of HR strategy working within their Division along with strong support of functional staff on the Corporate Human Resources Team. This leader must possess a track record that demonstrates an ability to provide leadership and vision.
Detailed Responsibilities:
As a business partner with the leadership team, understand the business strategies, objectives and financial performance of Beacon Roofing Supply. Use this knowledge to build the HR strategy that complements strategic and operational goals.
Partner with business, other functions and HR leaders to assess current talent and develop long term talent strategies that include succession planning and highly effective individual development plans and training programs.
Ensure the timely and effective recruitment of employees who possess the skill set and leadership qualities necessary for business success.
Proactively lead employee relations and partner with the Beacon Legal function to manage labor relations, internal complaints/conflicts and overall compliance with internal policies and guidelines.
Lead organizational diagnostics and design organization structure to optimize business strategies.
Develop higher level skills in the field human resources team to drive results and to retain key contributors.
In concert with the Corporate human resources team, design communications plans that include employee engagement surveys and feedback processes, as well as effective, regular one-way communication processes and a recommended process for senior executives to visit and engage with the field-based employees at all levels.
Develop a comprehensive communication plan and HR strategy for annual HR processes (e.g. Performance Management, Salary Planning).
Work closely with the corporate compensation/benefit group to drive and implement key total rewards programs aimed at driving optimal results.
Work closely with all centers of expertise to ensure process/procedure compliance and leverage (staffing, shared services, payroll, etc.).
Identify learning and development needs, design initiatives specific to the business unit, and consult with the corporate HR resources in the development of programs.
Develop and implement workforce planning processes, leveraging internal, third party and independent resources for maximum flexibility and efficiency.
Work closely with corporate human resources to effectively develop and implement all company-wide programs as required.
Lead change initiatives to drive organizational effectiveness, talent development and growth for operations across the sites.
Participate in organization wide human resources initiatives including leadership and employer of choice efforts.
Lead the Division HR team.
The Ideal Candidate Will Have:
The right individual must display initiative, passion, a strong work ethic and the ability to lead, plan and manage change. The right candidate must also possess excellent written and verbal communication, interpersonal and negotiation skills. It will also be vital for this role to be able to function effectively, exert influence and gain consensus at all organizational levels. The right candidate must also have solid organizational, time management and prioritization skills. Qualified candidates for the Director, Human Resources position require:
A minimum 8 years of progressively more responsible Human Resources Management experience, preferably in a best-in-class company.
A Bachelor's degree in Business, Finance or Human Resources related field is required. MBA or MS in Human Resources is desirable.
An appetite and ability to understand business strategies, operations, financials and how the company relates to the competitive marketplace/environment. Must be capable of articulating an opinion on business issues and providing unique insights or a value-added contribution to all levels of business discussions.
Exceptional leadership skills to manage HR subordinates, lead change and push against organization obstacles. Must demonstrate proficiency in prioritizing the strategic projects between the tactical and urgent, and articulating the trade-offs to leadership to achieve all.
The ability to manage, in real time, the tough choices and necessary trade-offs on issues, and drive results with a sense of urgency. Demonstrate managerial courage to ensure that tough issues are addressed and conflict, where it occurs, is productive and healthy.
Strong problem solving and coaching skills that are broad based and reflect a high degree of creativity in solving/resolving issues or change initiatives. Proven experience in organization effectiveness and efficiency transformation.
Process, facilitation and organization skills are required to drive management practices and processes. Needs to be good at framing issues, clarifying common goals/choices, and collaborating across Beacon. Must have the skills to truly influence and coach senior leadership.
The drive not to wait for people to bring issues to the table and is able to provide an objective and balanced perspective in all situations. Is constantly looking to develop management effectiveness at the team and individual level.
Field experience, working across a highly geographically distributed employee population.
Strong communication and influencing skills which command the respect of the peer group, the broad employee groups, and executives throughout the organization. Must be able to market ideas to a diverse audience of stakeholders.
The ability to be resourcefully innovative and adapt in a rapidly changing environment.
Exceptional talent assessment ability to identify strong contributors and build high performing teams.
The ability to build trust and credibility among his/her team and at all levels within the organization.
Strong analytical skills and solid financial acumen yet comfortable with working through gray/ambiguous areas.
Drive for results and have a bias for action. Must be a motivated self-starter.
Extraordinary integrity.
Must be able to think and act strategically, but also be willing to "roll up sleeves" for all HR functions.
Willing to travel at least 50%.
An Equal Opportunity Employer

Don't Be Fooled

The fraudster will send a check to the victim who has accepted a job. The check can be for multiple reasons such as signing bonus, supplies, etc. The victim will be instructed to deposit the check and use the money for any of these reasons and then instructed to send the remaining funds to the fraudster. The check will bounce and the victim is left responsible.