Manufacturing HR Leader

The Laurel Manufacturing HR Leader provides support for day-to-day operations as it relates to human resources, which includes employee relations, recruiting & on-boarding, benefit & leave administration, and payroll in accordance with company policy.  In this role, you will build sustainable relationships with the employees and leaders within the organization. The incumbent will play an important role in leading talent strategies such as talent management and employee engagement to drive organizational effectiveness and performance and help ensure Owens Corning has the capability required to execute our strategy.

Key HR capabilities for this role include, but are not limited to, talent acquisition, coaching, challenging the status quo, generating ideas, change management, connecting the dots and coaching/developing others. 

Reports to: Regional HR Leader, Components

Span of Control: 2 direct reports, responsible for approximately 450 employees at the Laurel plant   

Location: On site at the Laurel plant

Provide strategic HR partnership

• Provides counseling and/or coaching to employees and management regarding employee relation matters and application of company policies, programs and benefits.
• Develops and maintains strong business partner relationships with key stakeholders to coach and influence the best business decisions.
• Identifies training and development needs within an organization through job analysis, appraisal schemes and regular consultation with business managers.
• Challenges status quo by striving for continuous and breakthrough improvement in talent and business process and results.
• 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 talent strategies; recognizes and attends to the “big picture” in decision.
• Identifies new possibilities and business opportunities that contribute to growth; engages others by soliciting diverse views and differing opinions.
• Develops diverse and inclusive teams that are high performing. Ensures talent has the capabilities to meet current and future business demands. Offers regular feedback and coaching that is actionable, specific, and respectful.
• Engages self and others in learning by soliciting 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.
• Understands drivers of change for the business, facilitates systematic design of the organization (OD), and the effective change management. 
• Performs routine tasks required to administer and execute human resource programs including but not limited to compensation, benefits, leave administration, disciplinary matters, disputes and investigations, performance and talent management, recognition morale, and training and development.
• Ensure HR programs, processes, policies, and procedures are aligned with business objectives and leads training / communication to people leaders and employees as is applicable.
• Supports the design and implementation of key programs that grow our operations talent.
• Continuously improve employee engagement and morale by assessing and tracking trends in employee behaviors, developing action plans, and coaching leaders.
• Identifies and leads key HR workstreams and projects, in collaboration with the Doors HR leadership and Doors Leadership Team (DLT), that deliver the right outcomes such as sustainable I&D progress, leadership development, etc.
• Ensures compliance with relevant regulations and requirements pertaining to the management of HR to minimize risk and exposure to the company.

Experience

• Bachelor’s degree in human resources, business administration, psychology or related field 
• 5+ years’ experience working in human resources; HR business partnership is preferred
• Experience leading in manufacturing environment, union and non-union
• An understanding of HR best practices, employment laws, and regulations
• Experience with Success Factors and/or UKG preferred

Knowledge, Skills and Abilities

• Ability to navigate in matrixed environment with a collaborative mindset
• Change management, project management, employee relations, performance management, and strategic thinking
• Attracting, developing and retaining talent
• Coaching and mentoring leaders and employees
• Works best with and through others; influences others effectively and sustainably with and without authority
• Strong interpersonal and written/verbal communication skills
• Engages in personal development continuously building skills and stays abreast of workforce and business trends throughout the industry
• The ability to challenge the status quo, generate ideas, and connect the dots between different aspects of the business
• Approachable, coachable, and open to feedback

#LI-DB1  #LI-ONSITE

About Owens Corning  

Owens Corning is a residential and commercial building products leader committed to building a sustainable future through material innovation. Our products provide durable, sustainable, energy-efficient solutions that leverage our unique capabilities and market-leading positions to help our customers win and grow. We are global in scope, human in scale with more than 25,000 employees in 31 countries dedicated to generating value for our customers and shareholders and making a difference in the communities where we work and live. Founded in 1938 and based in Toledo, Ohio, USA, Owens Corning posted 2024 sales of $11.0 billion. For more information, visit www.owenscorning.com. 

Owens Corning is an equal opportunity employer. Except in limited circumstances such as formal apprenticeship programs, Owens Corning does not employ anyone under the age of 18.