Senior HR Lead

Job Description

JOB RESPONSIBILITIES

Developing and Executing HR Strategies

This role contributes to the development of HR Strategy, is accountable for implementing plans that elevate the talent capability of the supported organizations, and improves organizational results by measuring and assessing performance, effectively diagnosing root cause and implementing innovative solutions.  The role will be accountable to develop and share HR best practices across the businesses and function and create talent management strategies that put the right people in the right roles to drive results.

Partner with plant leadership team to create “complete” jobs with strong accountability and development opportunities.

Execute and ensure a pay for performance culture by using the company’s talent management strategies and systems.

Builds collaborative and engaged teams through shared goals, open communication, and celebration of team success.

Supports safety and engagement programs to ensure every people leader and employee are engaged and care for others, starting with safety.  Leads with the OC Safety Brand “Safer Together” and leads with all accidents are preventable, safety is everyone’s responsibility, working safely is condition of employment

Leads employee 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.

Improves organizational results by measuring and assessing performance, diagnosing opportunities and implementing solutions.

Contributes to general business strategy discussions outside of the HR arena.

Leading, Engaging and Developing Talent 

Leads, coaches and teaches leaders to create an environment where talent is developed through effective coaching, performance management and talent evaluation.  Fills 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.  Leverages and maximizes all tools, technology and resources to develop talent, including, OC Centers of Excellence and functional business team members.

Leads recruitment strategy resulting in positive employee branding and candidate experience.

Creates an inclusive environment where employees understand their unique contributions and feel empowered to unlock their full potential.

Leading training and development pillar as part of TPM operating system.

Develops and leads onboarding experience of all new employees.

Oversight of new hire training process during the start-up and beyond. In start-up phase will be responsible for coordinating and tracking training of new hires learning off site at other Owens Corning facilities.

Partner with Arkansas Tech or other local resources to build and maintain relevant training programs to ensure a highly skilled technical workforce.

Invests in growth and development of direct reports and other identified talent.

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.

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.

Partners with the plant leadership team to improve plant organizational results by measuring and assessing performance, diagnosing problems and implementing solutions.

Develops and leads employee engagement activities throughout the year to recognize and appreciate employees.

Developing a positive employee relations environment

Ensures a positive, creative, diverse and collaborative work environment where employees own the success of the business

Selects talent based on business needs; ensures the proper training, tools and processes and systems are in place to empower our people to deliver against performance expectations

Creates an environment where all employees are engaged, empowered and focused on serving our customers

Monitors labor activities and leverages employee relations resources as appropriate to ensure compliance with all company policies and government regulations

Establishes Owens Corning as an employer of choice in the local Russellville market

Creates a highly engaged workforce worthy of being used as marketing and communications platform, both internal and external

Maintains a productive relationship with key political and community decision makers and along with the Plant Leader represents the company in relevant community events and matters.

Active member of the community and represents Owens Corning’s interest in local affairs.

Performing 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.

Functions as an effective member of the business teams.

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.

Administrative HR Leadership

Serve as plant Compensation & Benefits champion.

Serves as Wellness Champion leading corporate initiatives and fostering engagement.

Administer HRIS including SuccessFactors, Talent Center, Kronos etc. to enter and track recruiting, job changes, employee time and pay, assign learning, record training, track HR metrics and run reports.

Utilizing analytics tools within HRIS to support business decision.

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