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Job Description
The Human Resources Lead for the Newark Wool Plant is responsible for providing business and functional expertise in human resources to the plant. The Human Resources Lead will be an effective change agent who works positively to engage the workforce at all levels within the plant. This is a key position to plant teams, responsible for managing and delivering HR strategies and tactics to engage employees and develop talent capable of delivering business results.
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. This position is intended to prepare individuals for promotional or expanded HR roles in the Company.
Reports to Newark Plant Human Resources Leader
JOB RESPONSIBILITIES
Connection – The HR Lead builds connection throughout the facility & with their team through creating and inclusive environment, developing high performing teams & working horizontally.
Partners with plant leadership teams to create an inclusive environment by using the company’s talent management strategies and systems.
Coaches and educates leaders, so they are fully capable and accountable to own, improve and accelerate business results.
Develops high performing teamsby filling open positions with speed, and with fully capable talent, using the appropriate mix of internal promotions and external recruitment to meet near term performance and longer-term succession needs of the organization.
Develops a reputation and operates as a trusted advisor and business partner to the business and functional leaders, functioning as the expert on people and organizational issues.
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.
Aligns with other leaders across the HR function to maximize performance, lead change and grow talent.
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.
Supports safety and engagement programs to ensure every people leader and employee are engaged and care for others, starting with safety.
Drives employee engagement and communication strategy/execution; leads engagement survey, data collection, communication, development and implementation of resulting action plans.
Leads Reward and Recognition programs, Wellness programs, and Community Involvement efforts for the plant.
Ideation – Demands continuous improvement, generates diverse ideas to solve customer problems & embodies a growth mindset.
Demands continuous improvement by contributing to general business strategy discussions outside of the HR arena.
Continuously innovate & improve HR processes to enhance the company’s value and the value to our customers.
Utilizes capability modeling to identify skills needed in the future and use the information as a guide for development.
Action – Competitively drives results, leads bolds resource choices, model’s resilience,
Ensures consistent execution of company policies, practices and compliance with all statutory regulations as required, to avoid litigation and third-party intervention.
Elevates the customer perspective of self and others by knowing our products, manufacturing and selling processes. The HR Lead applies this knowledge to successfully influence leaders to make customer focused business decisions.
Lead and support safety initiatives and processes to drive towards zero recordable injuries.
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.
Total Productive Maintenance (TPM) Support – supports deployment 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.
Lead labor relations for the Wool Plant and verify consistent correct contract language administration & human capital management. Engages in employee relations across the facility and helps to set the strategy. Leads contract administration, grievance resolutions processes, and leadership coaching to ensure constructive, consistent leadership compliant to the collective bargaining agreement.
Partner with local technical college or other local resources to build relevant training programs to ensure a highly skilled technical workforce.
Evaluation – Test Strategies with outside-in thinking, connects the dots & learns from reflection.
Provides insight into resources and investments required to achieve the talent needs of the business, focusing on work design, organizational structure and people requirements.
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.
Reflects on current business process inside & outside of HR and identifies areas to increase productivity and reduce waste.
Challenges current approaches and looks for new solutions to issues identified.
JOB REQUIREMENTS
Minimum Qualification:
Bachelor’s degree in business, human resources management or a related field
5 years of HR experience, with a significant percentage in a manufacturing environment
Experience working in a union facility
Experience:
Bachelor’s degree in business, human resources or a related field preferred.
PHR/SPHR preferred.
Leading results effectively/collaboratively through others.
Being part of creating and accelerating a high-performance organization.
Implementing strategy for a human resources function.
Attracting, developing and retaining outstanding talent.
Leading in any workforce environment both union and non-union environments.
Implementing successful employee relations strategies and programs.
Assessing the environment and successfully identifying opportunities and closing gaps to accelerate business performance.
Understanding and experience in incentive process, design and implementation.
Experience in labor relations preferred.
Knowledge and Skills:
Change agent: Effectively leads change, action and results
Business acumen: 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.
Current 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 communication – written and oral – including presentation skills.
Capable of taking on additional Plant or Regional responsibility for additional Owens Corning locations/operations as needed