Senior Human Resources Manager
Renewal by Andersen – Cranford, New Jersey
About Renewal By Andersen
Renewal by Andersen is the full-service window and door replacement division of Andersen Corporation—an industry innovator with over 110 years of redefining quality, craftsmanship, and homeowner satisfaction. Since our founding in 1995, we’ve transformed the replacement experience across more than 100 markets throughout North America, becoming a leader in custom-built, high-performance, energy-efficient windows and doors proudly crafted in the U.S.
Driven by a mission to deliver a superior, personalized experience from initial consultation through professional installation, we empower homeowners to enhance their homes with confidence and style. At Renewal by Andersen, we combine innovation with a people-first culture, offering a dynamic environment where employees can grow, thrive, and make a meaningful impact.
Position Overview
Based in our Cranford, New Jersey office, the Sr. Human Resources Manager serves as the senior HR leader for a workforce of more than 250 employees. Reporting directly to the President, with a dotted-line partnership with corporate HR, this role holds significant influence in shaping people strategy and organizational effectiveness.
The Sr. HR Manager operates as a strategic business partner and trusted advisor to executive and operational leadership, providing both strategic direction and hands-on execution across all Human Resources functions (excluding talent acquisition). This leader plays a critical role in strengthening culture, building leadership capability, ensuring compliance excellence, and delivering an exceptional employee experience aligned with business objectives.
What Success Looks Like In This Role
- Strong partnership with the President and leadership team to drive performance
- Improved retention, engagement, and workforce stability metrics
- Confident, capable people leaders supported by proactive HR coaching
- Consistent and compliant HR practices aligned with federal, state (New Jersey/New York), and local regulations
- A visible and trusted HR presence that influences decision-making at the highest levels
Key Responsibilities
- Serve as the primary HR advisor to the President and local leadership team, aligning people strategies with business objectives.
- Provide leadership, coaching, and development to the HR Generalist, ensuring seamless onboarding experiences, accurate and efficient HR administration, and consistent application of policies and procedures.
- Proactively identify workforce trends, risks, and opportunities; guide leaders in fostering a high-performance, accountable culture.
- Analyze retention data, engagement metrics, and workforce analytics to design and implement targeted initiatives that drive measurable improvement.
- Lead and contribute to high-impact strategic initiatives that enhance organizational effectiveness and employee experience.
- Lead complex employee relations matters, conducting thorough investigations and developing compliant, business-aligned resolutions in partnership with leadership and Legal.
- Oversee performance management processes, including coaching, corrective action, goal setting, succession planning, and leadership development.
- Partner with executive leadership to assess and evolve organizational structure to support operational efficiency and sustainable growth.
- Own administration of benefits programs, including health & welfare, retirement plans, and leave of absence programs.
- Oversee leave administration (FMLA, disability, statutory leave), Workers’ Compensation, and Unemployment processes to ensure compliance and strong employee support.
- Assess development needs and design or facilitate training initiatives that strengthen leadership capability and employee performance.
- Ensure compliance with all federal, state, and local employment laws, including New Jersey-specific regulations (NJFLA, Paid Sick Leave, etc.).
Education & Experience
- 7+ years of progressive Human Resources experience, including experience supporting executive-level leadership in a fast-paced, growth-oriented environment.
- Demonstrated experience serving as a strategic HR business partner with measurable impact.
- Significant experience managing complex employee relations matters, including investigations, conflict resolution, performance issues, and risk mitigation.
- Demonstrated expertise in leave of absence management, including FMLA, ADA, disability, and state-specific statutory leave programs (NJFLA, Paid Sick Leave, etc.).
- Bachelor’s degree in Human Resources, Business Administration, or related field required.
- SHRM-CP, SHRM-SCP, PHR, or SPHR certification preferred.
Required Skills & Competencies
- Executive presence and the ability to influence and advise senior leadership.
- Exceptional interpersonal, communication, and relationship-building skills across all levels of the business.
- Strong judgment and decision-making capability in complex, sensitive situations.
- Proven ability to analyze workforce data and translate insights into actionable strategy.
- High emotional intelligence, balancing empathy with accountability.
- Strong organizational skills with the ability to manage multiple priorities in a fast-paced environment.
- Demonstrated integrity, discretion, and professionalism in handling confidential matters.
- Proficiency in Microsoft Office Suite.
Compensation & Benefits
- $125,000 – $140,000 base salary + performance-based bonus opportunity
- Comprehensive benefits package including medical, dental, vision, and life insurance
- 401(k) with generous employer match percentage
- Student Loan Repayment & Education Scholarship Programs
Why Join Our Team?
- Direct reporting relationship to the President with executive-level visibility
- Opportunity to shape market people strategy and culture
- Meaningful influence on organizational growth and performance
- Join a financially stable, industry-leading organization with strong brand reputation
- Competitive compensation and comprehensive benefits
DISCLAIMER~ The above information on this description has been designed to indicate the general nature and level of work performed by employees in this classification. It is not designed to contain or be interpreted as an exhaustive list of all responsibilities, duties and qualifications required of employees assigned to this job.
