OWENS CORNING Hiring for Human Resources Leader Job at Newark, OH Full Time

The Newark Human Resources (HR) Leader provides human resources functional expertise and business leadership to the site and advises on all matters related to human capital. This is a key position on the Plant Leadership Team, responsible for managing and delivering people related strategies and tactics to improve business results and elevate the talent and capacity of the team.

The HR Leader is a key role within our HR talent pipeline aimed at developing future HR leaders within our progressive, people focused work environment by creating opportunities to learn and grow.

Reports to: Regional Human Resources Leader

Span of Control: 5 direct reports.

Developing and Executing HR and Labor Relations Strategies:

• Effectively lead contract administration, grievance resolutions processes, and leadership coaching to ensure constructive, consistent leadership compliant to the collective bargaining agreement.
• Partner with plant leadership teams to create the right culture by using the company’s talent management strategies and systems.
• Accelerate business outcomes by influencing leaders and employees to foster an inclusive environment. Drive a culture of appreciation to attract, develop and retain the most talented and diverse people who will support Owens Corning’s (OC) business needs of today and in the future.
• Supports safety and engagement programs to ensure every people leader and employee are engaged and care for others, starting with safety.
• Leads employee and labor relations to ensure the team is performing at the highest level. This includes working with field HR Leaders to ensure consistent execution of company policy and practices and compliance with all statutory regulations as required, to avoid litigation and third-party intervention.
• Build, assess, and sustain a work environment that is safe, productive and engaging that fully engages the Union in desired outcomes.
• Leverage expertise to guide and sustain organizational change, supporting an agile, global organization that continually evolves and capitalizes on the competitive landscape.
• Contributes to general business strategy discussions outside of the HR arena.

Business Partnership:

• Acts as a trusted advisor and business partner to people leaders including senior leadership with the ability to influence and invoke change.
• Apply business understanding to influence decisions that maximize key financial drivers, optimally leverage resources, promote manufacturing excellence and leverage customer insights.
• This role will coach and educate leaders, so they are fully capable and accountable to own, improve and accelerate business results.

Leading and Developing Talent:

• Invests in growth and development of direct reports and other identified talent.
• Evaluate the capabilities of an individual to determine their likelihood of success of performing a given role and their ability to develop within the organization.
• Through active listening and robust questioning, help individuals learn rather than be told. Leverage trust elevate self-awareness and co-develop pragmatic actions to maximize performance and accelerate growth.
• Knows, coaches, evaluates and teaches OC Leadership Capabilities to the leadership of the business / functional areas.
• Assists business / functional leaders with developing and delivering key communications to engage employees.
• Inspires teamwork across staff functions and other business groups to maximize the performance of Owens Corning and the development of people. Communicates business / function strategy and performance to external customers effectively and engages them in the vision of the business.
• Leverage Organization Design methodology to drive improvements in plant operational performance.
• Evaluate and ensure clarity of strategic direction and choices, align capabilities and resources, create structures, processes, rewards and metrics to effectively and efficiently operationalize the business strategy.
• Partner with local technical college or other local resources to build relevant training programs to ensure a highly skilled technical workforce.

HR Functional Leadership

• Provides insight into resources and investments required to achieve the talent needs of the business, focusing on work design, organizational structure and people requirements.
• Partners with other leaders across the HR function to maximize performance, lead change and grow talent.
• Leads and supports safety and wellness strategy, initiatives and processes and is fully committed to zero recordable injuries.
• Acts as a role model for employees’ growth, development and fair treatment.
• Supports leaders in effectively working with their employees to develop and measure progress against employee development plans, including growth assignments.
• Utilizes capability modeling to identify skills needed in the future and use the information as a guide for development.
• Supports leadership to ensure consistent application of policies, programs and procedures focused on driving capability and performance to deliver on key business priorities, proven ability to conduct employee investigations ensuring effective review and follow-up.
• Analyze HR and organizational data and extract insights to enable prioritization, risk management, continuous improvement and productivity by enabling data-driven decision making.
• Owns all HR administrative functions including payroll, labor analytics, HRIS, administration of Variable Incentive Pay plan, employee records and resolution of employee inquiries related to wages, benefits, work practices, and policies.
• Facilitates training programs as needed throughout the year at various levels within organization: Primary, Front Line Leader and Site Leadership.
• Employee engagement – drives employee engagement and communication strategy/execution; leads engagement survey, data collection, communication, development and implementation of resulting action plans.
• Total Productive Maintenance (TPM) Support – supports the assessment, training, and implementation of TPM, especially in the Training and Development Pillar; partners with other OC Insulation sites to share best practices and elevate the performance of the business as a whole.
• Leads Reward and Recognition programs, Wellness programs, and Community Involvement efforts for the plant.

MINIMUM QUALIFICATIONS:

• Bachelor’s degree in business, human resources or a related field. Master’s degree in business, human resources or related field preferred.
• 10 years of HR experience, with a significant percentage in a unionized manufacturing environment

EXPERIENCE:

• Successfully worked with union(s) to drive positive relationships and business results.
• Proven track record of success in driving engaged organization by creating and implementing HR strategies.
• Proven track record of success in serving as a business partner to other business leaders and driving strong business results

KNOWLEDGE, SKILLS & ABILITIES:

• HR Systems experience and understanding
• Understanding of the applicable labor laws and regulations, able to effectively communicate to employees and leaders the process and requirements involved
• Lead change and collectively influence an inclusive culture
• Able to effectively achieve results through others
• Able to attract, develop and retain outstanding diverse talent
• Able to implement successful employee relations strategies and programs
• Passionate about effectively developing, growing and retaining talent.
• Able to implement successful employee relations strategies and programs.
• Able to assess the environment and successfully identify opportunities and closing gaps to accelerate business performance.
• Able to measure and assess performance including developing and implementing metrics and operational reporting.
• Building and leading teams – All about talent, inspiration, performance management, self-knowledge.
• Effectively leads change, action and results
• Demonstrates understanding of the financials and metrics of the business. Shows appreciation for, understands and balances the needs of employees with the needs of the business
• Possesses a current professional knowledge of best practice human resources processes and tools including in the areas of performance management, compensation, recruiting, and talent development and succession management, for the ownership and implementation by leaders.
• Excellent communicator – written and oral, including presentation skills.

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