Founded in 1956, Wausau Window and Wall Systems (“Wausau”) provides engineered aluminum window and curtainwall systems to the institutional and commercial markets.  Its offerings include engineered-to-order products, which are sold into office, health care, education, entertainment, government, hotel and condominium markets, and a broad line of pre-engineered products which are sold into education, government and health care segments.

Wausau enjoys 10 – 15% market share in its target sectors.  Key customer relationships include architects, general contractors and installation contractors.  The Company employs approximately 500 people and is located in Wausau, Wisconsin.  2016 revenues were approximately $125MM.

Wausau is a subsidiary of publicly-traded Apogee Enterprises, Inc. (APOG), a world leader in providing distinctive value-added glass products, services and systems.  Apogee’s seven business units engineer, fabricate, install and repair the walls of glass and windows that enclose buildings and often provide energy efficiency, hurricane protection or blast protection.  Apogee’s products provide solutions to the commercial construction and custom picture framing markets through these businesses: Viracon, Harmon, Inc., Wausau Window and Wall Systems, Linetec, Tubelite, Alumicor, Tru Vue and Sotawall.  Publicly-traded Apogee (APOG) began as a single glass shop in 1949 and has grown into an industry leader, currently employing approximately 4,600 people worldwide with record revenues of over $1B in 2016.

Every aspect of Wausau is guided by its Core Values:

• Safe and enjoyable work environment
• Customer-focused
• Respect for the individual
• Honesty and integrity
• Continuous improvement
• Action orientation
• Teamwork
• Pride of ownership
• Open communications

For more information on Wausau Windows and Wall Systems and Apogee, please visit: www.wausauwindow.com and www.apog.com.

Position Summary

Reporting to the President, the Vice President of Human Resources directs and manages all aspects of the human resource function including staffing, benefits, compensation, employee relations, training, payroll and HR systems.  He/she is responsible for designing and implementing strategies and programs to attract, develop and retain talent, enhance the effectiveness of individuals and the organization, and achieve business results.

Reports to:

President, Wausau Window and Wall Systems

Direct Reports:

Senior Human Resources Generalist (2)
Training & Development Manager
HR/Payroll Coordinator
Administrative Assistant

Other key relationships:

Vice President, Engineering
Vice President, Finance
Vice President, Operations
Vice President, Sales & Marketing
Vice President, IT
Vice President, Human Resources, Apogee
Other Apogee Executive Leadership Team members
Other Apogee Business Units

Organizational Leadership

• Serves as a member of the Leadership Team which has responsibility for development and implementation of company strategies and initiatives.
• Participates on Apogee’s Human Resource Council to develop and implement Apogee-wide human resources objectives to help achieve organizational goals and initiatives.
• Participates in the development of the Company’s plans and programs as a strategic partner, particularly from the perspective of talent, culture and core values.
• Evaluates company culture and leads change management efforts to align culture with business objectives.
• Represents the Company on community/educational boards and initiatives.
• Participates in human resources due diligence and oversight on acquisitions.

Department Leadership

• Sets the overall direction, coordination and evaluation of human resources staff.
• Provides technical advice and knowledge to others within the department.
• Establishes credibility throughout the organization as an effective listener and problem solver.
• Manages and assigns work duties within the department to achieve business goals.
• Develops and manages budget activities for the human resources function.
• Applies continuous improvement principles and actively supports lean and continuous improvement in the department and across the organization.
• Carries out supervisory responsibilities according to company policies and applicable laws.

Talent Acquisition, Recruitment & Selection and Diversity & Inclusion

• Develops and implements talent management strategy to identify and attract high quality talent inside and outside the Company for key positions.
• Serves as primary recruiter for executive and key leadership positions.
• Designs and implements succession planning programs to support strategic growth.
• Supports an inclusive work environment and ensures that recruitment, retention, advancement and other activities support the Affirmative Action plan along with a diverse workforce and Wausau’s core values.

Employee Development and Training

• Coaches and mentors executives and business leaders on human resource issues.
• Provides direction for training and development programs to onboard, develop and retain skilled talent to meet company’s current and future talent needs.

Compensation, Benefits and Compliance

• Establishes and maintains a compensation program that provides pay-for-performance, internal equity and external competitiveness to attract and retain high quality talent.
• Develops and implements performance management programs including rewards and disciplinary measures.
• Manages risk by ensuring compliance with applicable state and federal laws/regulations and corporate policies.
• Serves as a representative for human resource related legal issues.

Leadership Competencies

The Vice President of Human Resources is expected to demonstrate the following leadership competencies:

Business Acumen

Understands the market and industry trends and helps drive the organization to take advantage of opportunities for profitable growth; sets measurable objectives and translates into actionable plans; proficiency in the areas of finance, strategy and acquisition.

Strategizes

Sees the business holistically rather than in silos; prioritizes the organization’s interests above individual interests; understands and accounts for long-term implications in planning and decision-making.

Develops Others

Accurately assesses others’ strengths and development needs; helps others improve through sharing candid, timely and constructive feedback; provides accurate and actionable developmental guidance and coaching.

Drives Efficiency

Demonstrates an understanding of best practices; proactively identifies opportunities to enhance current practices and drive continuous improvement; generates ideas to improve efficiency and increase productivity.

Collaborates

Relates well with people at all levels; builds support and trust among peers and key stakeholders; brings together different perspectives to create win-win solutions; shares credit appropriately and recognizes others’ accomplishments.

Communicates and Consults Effectively

Advocates effectively for own point of view in written and verbal communication; tailors messages to the audience, providing the right amount of detail; explains ideas and data in non-technical language.

Ideal Candidate Profile

The ideal candidate will be a bright, strategic, experienced human resources leader with a broad business perspective and the ability to understand and assess the impact of decisions to all parts of the business.

Key skills and experiences desired include:

• Related work experience in a manufacturing entity.
• At least ten (10) years of experience in multiple human resources roles including five (5) years in human resources leadership roles.
• A thorough knowledge of industry trends and best practices relative to human resources in manufacturing.
• Proven strategic thinking capabilities.
• Demonstrated ability to lead people and achieve results through others.
• A strong history of meeting and exceeding goals, utilizing analytical and problem solving skills, and a proven ability to plan and manage multiple projects and priorities.
• An exceptional team builder who has outstanding people management, interpersonal and communications skills.
• Experienced and effective coach and mentor, able to identify and develop talent to successfully meet near term needs as well as long term succession planning.
• A record of positive collaboration at all levels of an organization, and across functions and businesses, to maximize business success and customer satisfaction.
• Demonstrated abilities to deal with sensitive and confidential matters in a professional manner.
• The ability to foster a positive culture that embraces customer focus, collaboration and results.
• Demonstrated judgment and values that align with the Vision and Values of Apogee Enterprises, Inc.
• Strong academic credentials, including a bachelor’s degree in with courses in Human Resource Management or business administration required.
• An MBA, relevant Master’s degree and/or HR certification is preferred.
• A strong work ethic and the highest ethical standards are assumed.