Manufacturing HR Lead

About the role

The Human Resources (HR) Lead provides strategic HR and business leadership to the plant site, advising the plant leadership team on all human capital matters. This role is crucial for managing and delivering HR strategies to improve business results, acting as an effective change agent and fostering workforce engagement. The HR Lead is a key role within the HR talent pipeline aimed at developing future HR leaders within a 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.

Responsibilities

• Safety Leadership: Drive safety initiatives to achieve zero recordable injuries and ensure employees adhere to standards. Effectively communicate Owens Corning’s stand on safety to ensure employees believe in and behave in a manner that supports the stand that all accidents are preventable, safety is everyone’s responsibility, and that working safely is a condition of employment at Owens Corning. Incorporate safety stand into all people-related initiatives.
• HR Strategy: Leverage expertise to guide and sustain organizational changes to meet the needs of the facility while ensuring they align with the broader organization and business landscape. Effectively lead employee relations including conflict resolution and leadership coaching to ensure constructive, consistent application of plant policies and procedures and drive employee engagement. Accelerate business outcomes by influencing leaders and employees to foster an inclusive environment. Drive a culture of appreciation to attract, develop, and retain employees. Partner with plant leadership teams to create the right culture by using the company’s talent management strategies and systems. Utilize data to connect the dots and create strategies to address organizational opportunities with an analytics-based approach. Evaluate and ensure clarity of strategy and choices, align capabilities and resources, create structures, processes, rewards, and metrics to effectively and efficiently operationalize the business strategy. Supports implementation of Total Productive Maintenance (TPM) across the site.
• 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. Coach and educate leaders so they are capable and accountable to own and accelerate results.
• HR Functional Leadership: Grow training and development within the facility utilizing TPM methodologies. 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. Accountable for talent management process and experience including attraction, recruitment, and retention of salaried and primary talent. Drives employee engagement and communication strategy/execution; leads engagement survey, data collection, communication, development, and implementation of action plans. Improve and streamline HR and plant processes to reduce administrative work including supporting digital transformation across the site. Ensures consistent roll out, application, and understanding of policies, programs, and procedures. Leads and supports reward and recognition programs, wellness programs, affinity groups, and community involvement efforts for the plant. Assists business/functional leaders with developing and delivering key communications to engage employees.
• Leading & Developing Talent: Invests in growth and development of team. Evaluates the current and future capabilities needed of an individual or team and identifies areas for growth and development. Knows, coaches, evaluates, and teaches OC Leadership Capabilities to the team. Inspires teamwork across staff functions and other business groups to maximize the performance of Owens Corning and the development of people. Effectively coaches and guides team through performance management processes.

Requirements

• Bachelor’s degree in business, human resources, or a related field.
• 3 years of HR experience.
• Previous experience working in manufacturing.

Qualifications

• Master’s degree in business, human resources, or related field preferred.
• Proven track record of success in driving an 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.

Skills

• HR Systems experience and understanding.
• Understanding of applicable labor laws and regulations; able to effectively communicate to employees and leaders the process and requirements involved.
• Ability to lead change and collectively influence an inclusive culture.
• Ability to effectively achieve results through others.
• Ability to attract, develop, and retain outstanding diverse talent.
• Ability to implement successful employee relations strategies and programs.
• Passionate about effectively developing, growing, and retaining talent.
• Ability to assess the environment and successfully identify opportunities and close gaps to accelerate business performance.
• Ability 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.