Regional HR Manager- Southeast at Oldcastle BuildingEnvelope Inc in covington, Georgia

Job Description:

Who We Are 

At OBE, together, we build excellence every day… We are driven by our passion to lead our industry and build a sustainable future, we focus on exceeding customer expectations and delivering innovative solutions. We succeed through the dedication of our empowered teams and partners who fuel our ambition to achieve excellence in the markets where we have a right to win.

We believe safety, integrity, performance culture, teamwork, customer centricity, and agility are at the core of who we are and how we operate each day to achieve success. 

The Regional HR Manager role with us isn't just a job - it's a once-in-a-career opportunity. We are a company in growth mode, and our HR function is no different. This person will be at the forefront of building HR processes and teams and will be instrumental in shaping a world-class HR organization. We want to lean into your expertise to help us get better. We will give you what you need to push our HR organization forward, and you will make an impact every single day. This role can be based anywhere in the southeastern United States, with a preference for the Atlanta area.

The role is perfect for the individual who is a builder, a leader, and passionate about company culture. If that sounds like you, come join OBE!

Position Summary:

The Regional Human Resources Manager will be a motivated, thoughtful, results-oriented, self-starter responsible for: strategically directing HR initiatives as they relate to the regional business goals and performance. Reporting to the Director of HR, this key individual will lead multiple plant HR Managers in all aspects of human resources to ensure our practices are consistent, sophisticated, and progressive, including recruiting, onboarding, retention, engagement, employee relations/investigations, training and development, benefits, compensation & payroll, policy development, and regulatory compliance such as employment laws, affirmative action, and safety. 

Additional Responsibilities Will Include:

• Serve as a strategic partner to business leaders, establishing HR business objectives that align with the regional goals and objectives.


• Guide, oversee, and resolve complex employee relations issues.


• Work closely with leadership and employees to improve work relationships, build morale, and increase productivity and retention.


• Provide performance management guidance (coaching, counseling, career development, succession planning, and corrective action) to Regional leadership.


• Analyze HR trends and metrics to develop solutions in collaboration with the business.


• Design and oversee multiple concurrent projects working collaboratively with teams in support of business objectives.


• Maintain in-depth knowledge of employment law requirements to reduce legal risks and ensure regulatory compliance. Provide guidance and interpretation of HR policy.


• Identify development needs and individual manager coaching needs.


• Partner with regional and plant leadership to create and implement individual development plans.

What We’re Looking For:

• Bachelor's Degree preferred with 7+ years of business partner and people leadership experience, preferably in a manufacturing or distribution environment


• A result-oriented individual who assumes ownership of his/her work with a strong sense of urgency


• Excellent organizational skills & attention to detail


• Ability to follow up and execute quickly and efficiently


• Ability to build and maintain trust-based, collaborative relationships and influence others


• Demonstrates initiative, tenacity, and the ability to think critically to reach the best solution


• A confident communicator (both verbally and in writing), strong judgment, proactive and approachable


• Effective problem-solving, process improvement, and critical thinking skills


• Team-oriented with the ability to flex in support of timelines and deliverables


• Working knowledge of MS Windows and HRIS systems is necessary to be effective


• Travel requirements varies based on need, approximately 30%

What OBE Offers You

• Competitive pay


• Paid time off


• 10 Holidays (inclusive of 2 floating holidays)


• Market competitive 401(k) match


• Industry-leading medical, dental, and vision benefits


• Short-term and long-term disability coverage


• Life Insurance

About OBE

At OBE, we believe the work of our employees truly matters. From apartments in New York to office buildings in Toronto, stadiums in Dallas, and universities in Atlanta, our teams contribute to the projects that shape the world where we live, work, heal, and play.  

OBE delivers products to a broad customer base of architects, glaziers, contractors, and developers serving diversified residential and commercial construction end-markets. With over 6,700 employees, we operate 82 manufacturing and distribution facilities in five countries.

If you want to help us build something great- we invite you to take the first step and apply today! Once you click apply now, you will be brought to our official employment application. Please complete your online profile and it will be sent to the hiring manager for consideration. Our system allows you to view and track your status 24 hours a day. Thank you for your interest!

OBE is an Affirmative Action and Equal Opportunity Employer.

EOE/Vet/Disability--If you want to know more, please click on this link.

Oldcastle BuildingEnvelope is an E-Verify Employer.

#OBE

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)

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