OWENS CORNING Hiring for Human Resource Leader Job at Toledo, OH Full Time

Roofing Business: The Roofing Business $3.5B+ global fast-growing business and is one of three key businesses within Owens Corning.

HR Opportunity: The HR Business Partner for the Components and Roofing Asphalt businesses is an important role where we are seeking strategic, experienced, business-oriented HR talent. The HR Leader is an instrumental business partner to the VP of Components and the Director of Asphalt, including HR partner on key growth initiatives in both businesses.

The role is accountable for understanding the organization’s needs, the talent, and the way we work, and then building organization capabilities that accelerate the growth and productivity of the businesses. The direct accountability for this role includes:

• HR Business Partner for Components includes direct HR support for the business leadership, business development leaders and the specialty sales organization. And indirect influence of a global, (China, India, Europe, Canada US) operation of over 2000 employees. The role requires high collaboration across the functions and regions and an ability to influence results through others. Organization development and project management skills are essential to support the growth initiatives.
• HR Business Partner for the Asphalt Business: Includes direct support of the business teams and indirect influence of the asphalt manufacturing organization.

The successful incumbent must demonstrate the ability to exert influence to create positive change and be comfortable working through others, sharing accountability to achieve the best impact and results. Our team is diverse and collaborative and uphold a positive energy/“no drama” rule.

This position is located in Toledo, Ohio, travel is estimated at 15%+ and reports to the VP, HR Roofing.

Organization Design and Execution

• Influence the development of the business and functional goals and strategy.
• In partnership with the business leaders execute the HR strategy that supports achievement of business’ short term and long-term objectives and translate the HR strategy into concrete actions plan with appropriate communication and implementation.
• Understand drivers of change for the business, facilitate systematic design of the organization (OD) and the effective change management.
• Effectively facilitate and lead change management and stakeholder management tools
• Utilize Owens Corning and industry best practices associated with talent management, performance management, talent acquisition & on boarding, succession planning, retention, talent development
• Contribute to ensuring that effective reward systems are in place to attract, retain, motivate employees and to ensure they operate effectively and are aligned to the business objectives

Management of HR Operations

• Develop strong relationships and credibility and operate as a trusted advisor and business partner
• Ensure HR programs, processes, policies, and procedures are aligned with business objectives and communicate to employees & coordinate implementation
• Continuously improve employee engagement and morale by assessing and tracking trends in employee behaviors and attitudes, developing action plans and coaching leaders
• Coach and educate business partners on effective team building and people leadership behaviors and practices so they are fully capable and accountable to own, improve and accelerate business results
• Facilitates the assessment of individual employee capabilities through talent reviews, interviews and assessment tools and provides, with confidence and candor, developmental coaching and action planning
• Influence organization culture by proactively assessing strengths and weaknesses and communicating a perspective on opportunities
• Ensures compliance with relevant regulations and requirements pertaining to the management of HR to minimize risk and exposure to the company

Leading and Developing HR Talent

• Invests in the growth and development of self, teammates and other identified talent in the organization
• Balances job opportunities with the appropriate mix of internal promotions and external recruitment to satisfy near-term performance, longer term succession needs and to ensure the organization has the necessary talent to deliver the business strategy
• Engages in personal development continuously building skills and stays abreast of workforce and business trends throughout the industry

• Bachelor’s Degree Business or Human Resources
• 7-10 years of progressive HR business experience required
• Leading results effectively/collaboratively through others especially those who do not report directly in the business and other functions
• Being part of creating and accelerating a high performance organization, where employees grow and are retained and represents available talent pools
• Developing and implementing strategy for a human resources function
• Implementing successful employee relations strategies/programs
• Has understanding and experience in incentive process, design and implementation

ATTRIBUTES

Challenges status quo – Seeks constructive debate to inform calculated risk-taking. Strives for continuous and breakthrough improvement in business process and results.

Thinks strategically – Identifies/explains trends and problems by making connections among diverse data points. Accurately identifies key issues and business strengths and weaknesses in evaluating and developing strategies Recognizes and attends to the “big picture” in decision.

Generates Ideas – Identifies new possibilities and business opportunities that contribute to growth. Instills an external point of view in formulating goals and strategies. Engages others by soliciting diverse views and differing opinions.

Develops People – Assembles teams with the capabilities to meet current and future demands, conveys ownership and provides support. Offers regular feedback and coaching that is actionable, specific and respectful.

Engages self and others in learning – Solicits feedback from others to assess strengths and ongoing areas for focus and development. Establishes an environment in which exploring differences in views and perspectives and sharing information and ideas is encouraged to leverage diversity of knowledge and experience.

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