Sr Manufacturing HR Lead

Job Title: Russellville Human Resources Lead              

Location: Russellville, AR

As the Sr. Human Resources (HR) Lead for the greenfield startup in Russellville, AR, responsibility will include partnering with the Plant Leader to hire approximately 50 people, including the plant leadership team, production operators, maintenance technicians and salaried support roles. In collaboration with the Plant Leader accountable to implement an inclusive culture, organizational strategies, standards, practices, leading business changes and the continuous growth and development of the Russellville Plant.  The HR Lead will provide 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 deliver business results and elevate the talent and capacity of the team.

Reports to:  Regional Human Resources Leader with a dotted line to the Russellville Plant Leader

Span of Control:  This position will be physically located in the Russellville Foam XPS facility and will have responsibility over the following temporary positions during greenfield startup: Training Coordinator and HR Administrator.

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 activites 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.
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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.

JOB REQUIREMENTS
MINIMUM QUALIFICATIONS:

• Bachelor’s Degree in human resources management or related field.  In lieu of Bachelor’s degree 10 or more years of relevant experience may suffice.   
• 5-7 years of progressive HR experience required, including manufacturing plant HR experience.

EXPERIENCE:

• 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.
• Manufacturing experience is strongly preferred.
• Experience in human resources working in a greenfield startup preferred.

KNOWLEDGE, SKILLS & ABILITIES:

• Change Agent: Effectively leads change, action and results. Experienced in leading initiatives through periods of significant change such as growth, restructuring or acquisitions. Capable of executing highly innovative HR programs that help to take the business to the next level of success. Experience in building a high-performance culture that balances results orientation with caring for the individual.
• Business Acumen: Demonstrates understanding of the financials and metrics of the business.

• HR Expertise: Current knowledge of best practice for human resources processes, tools including the areas of performance management, compensation, recruiting, talent development and succession management, for the ownership and implementation by leaders.

• Employee Relations: Has the ability to coach and mentor employees and leaders through complex employee relations opportunities. Experienced in leading and conducting investigations that mitigates risk for the company and brings resolution for the employee(s). Ability to lead the operations to create a high performing team in non-union facilities.

• Excellent communication skills (written and oral) to effectively communicate with people across all levels of the organization.
• Coaching skills: Partners with others to assess a situation, create action plans and provide ongoing support to drive increased performance.
• Acts on analysis.
• Engages self and others in learning.
• Inspires and Energize Others.
• Develops People.
• Competitively drives results.
• Collaborates and foster teamwork.
• Thinks Strategically.
• Follows through on commitment and promises.
• Ability to travel as needed.  May be heavier travel during startup to get to know Owens Corning and the XPS foam process