HR Leader, Enterprise Sales & Commercial Strategy and Pricing

Owens Corning is building an enterprise commercial engine to drive its next phase of growth. The HR Business Partner, Enterprise Commercial shapes the people and organization strategy to drive enterprise sales growth and accelerate the enterprise commercial strategy. This role is a trusted partner to at least two Vice Presidents and turns commercial priorities into clear organization structures, strong leaders, future-ready talent and practical operating models that speed up execution and growth.

This is a hands-on business partnership and leadership role, with accountability for an organization of over 75 employees with expected growth. It requires strong business partnership, enterprise influence, and the ability to move from strategy to measurable outcomes.

• Primary HR business partner to the Vice President of Enterprise Sales & Commercial Strategy and the Enterprise Commercial and Pricing leader.
• Accountable for the day-to-day HR partnership and people outcomes of the evolving Enterprise Sales & Commercial Strategy organization.
• Owns the enterprise commercial talent strategy development, while partnering with the HR Director, Growth & Commercial Strategy, on the broader enterprise commercial operating model, talent strategy and governance.
• Leads through a matrix of commercial leaders, business HR partners and Centers of Excellence to create enterprise-wide alignment and consistent execution.
• Serves as the HR partner for Chair's Club in partnership with the executive sponsor.

KEY RESPONSIBILITIES

An Enterprise Sales Organization Built to Deliver Growth

Create the organization clarity, leadership alignment and operating discipline needed for Enterprise Sales to perform as an integrated enterprise capability, demonstrated by:

• Enterprise and business roles, decision rights, interfaces and accountabilities are clear, reducing duplication and accelerating decisions.
• Organization design and workforce plans reflect the evolving commercial strategy, customer needs and growth priorities.
• Leaders operate with shared expectations, effective operating models and clear measures of progress and performance.

A Strong Enterprise Sales Talent and Leadership Pipeline

Build the depth, readiness and mobility of talent required to lead customers, teams and growth opportunities across businesses and channels, demonstrated by:

• Critical enterprise sales and commercial roles have credible succession plans and strong internal pipelines.
• Talent decisions balance immediate business performance with longer-term enterprise capability and leadership needs.
• Leaders receive practical coaching and insight that improves team effectiveness, performance differentiation and talent development.
• High-potential commercial talent gains experiences that prepare them for broader customer, cross-business and enterprise leadership.

Enterprise Sales Capability Building

Ensure enterprise sales capability is defined by the work the business must perform and is embedded in the systems that shape how people are selected, developed, led and rewarded, demonstrated by:

• Critical capabilities are translated into clear expectations for roles, selection, onboarding, development, performance and succession.
• Enterprise sales meetings and leader operating models reinforce strategy, customer execution, learning and accountability.
• Capability investments are connected to observable behavior change and meaningful commercial outcomes.

Aligned Incentives and Recognition

Design a motivating incentive (SIP) that directs attention and behavior toward enterprise sales and commercial priorities.

• Enterprise sales incentive programs support the intended strategy, are understood by leaders and employees and can be executed effectively across businesses.
• Compensation, Finance, business leaders and HR partners are aligned on design intent, governance, and deployment.
• Reward and recognition approaches reinforce shared customer outcomes and enterprise collaboration.

Adoption of Enterprise Commercial Ways of Working

Enable leaders and employees to adopt the tools, routines and behaviors required by the enterprise commercial model.

• CRM and other commercial changes are supported by visible sponsorship, role clarity, capability, reinforcement and accountability.
• Enterprise direction is translated into actions and routines that business HR teams and leaders can execute consistently.
• Progress is measured through business, talent, adoption and organizational indicators, with adjustments made when outcomes are not being achieved.

QUALIFICATIONS

REQUIRED

• Bachelor's degree in human resources, business, organizational development or a related field.
• 7 to 10+ years of progressive HR business partner experience supporting senior business, sales or commercial leaders.
• Proven experience shaping organization design, talent strategy, succession, leadership development and complex change.
• Track record of influencing Vice Presidents and senior leaders across a matrix without relying on formal authority.
• Experience supporting sales incentive design, implementation or governance in partnership with Compensation and Finance.
• Strong business and financial acumen, with the ability to connect people and organization choices to commercial value.
• Strong facilitation, consulting, communication and stakeholder management skills.
• Ability to maintain regular in-person presence in Toledo and travel based on business needs.

PREFERRED

• MBA or advanced degree.
• Experience supporting large-scale sales, pricing or customer-facing organizations.
• Experience building or scaling enterprise capabilities across multiple businesses.
• Experience supporting an emerging organization or evolving operating model through ambiguity and significant change.
• Experience enabling adoption of sales processes, CRM or other commercial systems.

KNOWLEDGE, SKILLS & ABILITIES

• Enterprise and systems thinking: Connects business strategy, organization, talent, incentives, technology and operating models while balancing enterprise consistency with business flexibility.
• Executive influence and judgment: Builds credibility through insight, constructive challenge, sound recommendations and follow-through, including when information is incomplete.
• Commercial acumen: Understands customer, sales, pricing and financial drivers and uses them to shape people and organization choices.
• Outcome leadership through a matrix: Creates alignment and delivers results through leaders, HR partners and functions that do not report directly to the role.
• Organization and operating model design: Clarifies ownership, decision rights, governance, interfaces and routines to improve speed and accountability.
• Talent and capability building: Converts future business needs into stronger pipelines, leadership readiness and capabilities that improve performance.
• Change leadership and adoption: Builds sponsorship, anticipates resistance and embeds new expectations through capability, reinforcement and measures.
• Execution and accountability: Turns direction into focused outcomes, aligns stakeholders, measures progress and adjusts course when results are not achieved.

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About Owens Corning  

Owens Corning is a branded building products leader with three complementary market-leading businesses providing roofing, insulation, and doors primarily for residential markets in North America and Europe. The company operates with an integrated go-to-market strategy and a unique set of OC Advantages™ – including its iconic brand, unparalleled commercial strength, leading technology, and winning cost position – to help customers win and grow in the market. Owens Corning is committed to helping build better and achieve more through winning partnerships, leading performance, and engaging people. Founded in 1938 and headquartered in Toledo, Ohio, Owens Corning is listed on the New York Stock Exchange (NYSE: OC). 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.