Human Resource Leader - Corporate HR

The Human Resources Business Partner (HRBP) provides strategic HR leadership and functional expertise to the following corporate functions:  Human Resources, Legal, Corporate Affairs, Community Affairs and Aviation, partnering with senior leaders to develop and execute people strategies that accelerate business performance. The role serves as a trusted advisor to executives and leaders, aligning talent, organizational design, culture, and workforce capabilities with business objectives.

The HRBP drives organizational effectiveness through talent management, performance management, employee development, succession planning, organizational design, compensation, inclusion and diversity, employee engagement, talent acquisition, and change leadership. This role is responsible for building organizational capability, enhancing leadership effectiveness, and ensuring HR programs and practices support both current business needs and long-term strategic goals.

Reports to:  The HR Leader reports to the Corporate HR Director.

Span of Control:  No direct reports but must exert indirect leadership to partner groups.

Key Responsibilities

Strategic HR Partnership

• Serve as a trusted advisor and strategic business partner to executive and senior leadership teams.
• Contribute HR insight and thought leadership to business and functional strategy discussions.
• Develop and implement HR strategies, plans, and initiatives that support organizational and business objectives.
• Build strong relationships across functions, influencing leaders and stakeholders to achieve business outcomes.
• Coach and develop leaders to strengthen accountability, leadership effectiveness, and organizational performance.
• Evaluate workforce trends, business needs, and organizational effectiveness to identify opportunities and implement solutions.

Talent Management and Organizational Effectiveness

• Design and execute talent strategies that ensure the right talent is in the right roles to achieve business goals.
• Lead succession planning, talent reviews, leadership assessments, and workforce planning processes.
• Improve recruitment, onboarding, development, retention, and advancement of high-performing and diverse talent.
• Facilitate performance management processes and support differentiated performance and compensation decisions.
• Create and implement organizational design solutions that support business strategy, growth, and changing business needs.
• Assess team and organizational performance, identify gaps, and implement interventions to improve effectiveness.
• Develop strategies to attract, retain, and develop diverse talent and foster an inclusive workplace.

Leadership Coaching and Employee Development

• Coach leaders on team effectiveness, performance management, employee development, and people leadership practices.
• Provide candid and constructive developmental feedback to leaders and employees.
• Facilitate talent assessments and create action plans to enhance individual and organizational capability.
• Promote a culture of continuous learning, coaching, and career development.
• Partner with leaders to identify opportunities that build future leadership capability and strengthen succession pipelines.
• Utilize company resources, Centers of Excellence, tools, and technology to advance talent development efforts.

Change Leadership and Culture

• Lead and facilitate organizational change initiatives, including restructures, integrations, acquisitions, and transformation efforts.
• Apply change management and stakeholder management methodologies to support successful adoption of change.
• Influence organizational culture by assessing strengths, identifying opportunities, and driving improvement plans.
• Promote employee engagement by monitoring organizational trends, gathering feedback, and implementing action plans.
• Foster a safe, engaged, productive, and high-performing work environment.

HR Operations, Compliance, and Employee Relations

• Ensure HR programs, policies, practices, and procedures are effectively implemented and aligned with business objectives.
• Maintain compliance with applicable employment laws, regulations, corporate policies, and Business Conduct Code requirements.
• Develop and maintain positive employee relations while effectively managing workplace issues and risks.
• Partner with leaders to ensure fair and consistent application of HR policies and processes.
• Support compensation, incentive, and reward programs that attract, motivate, and retain talent.
• Monitor organizational metrics and trends, using data and insights to drive decision-making and improve business performance.

Functional and Enterprise Leadership

• Collaborate with HR colleagues and Centers of Excellence to maximize organizational performance and drive enterprise initiatives.
• Share best practices and contribute to the continuous improvement of HR processes, programs, and systems.
• Support enterprise-wide talent, culture, and organizational effectiveness initiatives.
• Demonstrate leadership aligned with company values and serve as a role model for professional conduct and development.
• Champion safety initiatives and maintain a commitment to a safe workplace.

Minimum Qualifications

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field.
• Master's degree or MBA preferred
• 5-7 years of progressive HR generalist, HR business partner, or related business experience
• Demonstrated experience partnering with senior leaders and driving people strategies that improve business performance

Preferred Experience

• Successful implementation of talent management, succession planning, and organizational effectiveness strategies
• Experience leading change initiatives within complex, high-performance organization.
• Track record of attracting, developing, and retaining top talent
• Experience with employee relations, workforce planning, and organizational design
• Exposure to global or multi-site organizations and cross-functional leadership environments
• Experience supporting mergers, acquisitions, integrations, or large-scale transformation initiatives
• Knowledge of compensation and incentive plan design and administration

Knowledge, Skills, and Abilities

• Strong strategic thinking and business acumen with the ability to connect talent strategies to business outcomes
• Exceptional coaching, consulting, and influencing skills
• Strong talent assessment and organizational diagnostic capabilities
• Proven ability to build credibility and relationships at all organizational levels
• Expertise in performance management, compensation, talent development, succession planning, and employee engagement
• Effective change leadership and stakeholder management skills
• Strong analytical skills with the ability to interpret data and translate insights into actions
• Excellent written, verbal, presentation, and interpersonal communication skills
• High emotional intelligence, learning agility, and adaptability
• Demonstrated commitment to ethics, integrity, safety, inclusion, and continuous improvement
• Ability to achieve results through collaboration, influence, and indirect leadership
• Leverages AI—powered tools and systems to support decision-making, optimize routine tasks, develop effective prompts, contribute to function-specific implementation and review outputs for accuracy and relevance

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.