Director - HR

Owens Corning   •  

Toledo, OH

Industry: Building Materials

  •  

8 - 10 years

Posted 449 days ago

This job is no longer available.

JOB RESPONSIBILITIES

Knowing Our Business and Customers

  • Develop knowledge of our businesses to understand key skills and talents needed to develop talent strategies
  • Continuously innovate & improve HR processes to enhance the company’s shareholder value and the value to our customers
  • Lead and support safety initiatives and processes to drive towards zero recordable injuries through ensuring talent in our TPM EH&S pillar leadership

Developing and Executing HR Strategy

  • Acts as Insulation TPM Training & Development pillar leader for the HR function
  • Builds an HR strategy tied to business growth objectives and translates into concrete action plans that elevate the talent and capability of the operations organization
  • Contribute to the development of the business goals and strategy as an actively participating member of the leadership team
  • Effectively lead change and facilitate use of change management and stakeholder management tools
  • Ensure systematic mobility of roles across the operations organization, the business and company to enhance skills and competencies, create development opportunities, facilitate alignment of resources and ensure career paths
  • Understand drivers of change for the business and facilitate systematic organizational design and change management to deliver the strategy
  • Improves organizational results by measuring and assessing performance, effectively diagnosing root cause and implementing innovative solutions
  • Continuously improve assessment, selection, development and retention of best talent
  • Continuously optimize our work environment to ensure a safe, engaged and productive employee base
  • Maintain extensive knowledge of and relationships with business and functional leaders and goals
  • Act as insulation operations representative to lead enterprise-wide initiatives, and ensure practices deployed from our centers of excellence are executed

Leading Management of HR Operations

  • Develop strong relationships and credibility and operates as a trusted advisor and business partner to the senior business leader and team members
  • Ensure HR programs, processes, policies, and procedures are aligned with business objectives and ensure the team is implementing
  • Continuously improve employee engagement and morale by assessing and tracking trends in employee behaviors and attitudes, developing action plans and coaching leaders
  • Coach and educate business partners on effective team building and people leadership behaviors and practices so they are fully capable and accountable to own, improve and accelerate business results
  • Facilitates the assessment of individual employee capabilities through talent reviews, interviews and assessment tools and provides, with confidence and candor, developmental coaching and action planning
  • Influence organization culture by proactively assessing strengths and weaknesses and communicating a perspective on opportunities
  • Develop and maintain good labor / employee relations
  • Determine the departmental budget and prioritize and allocate resources
  • Ensures compliance with relevant regulations and requirements pertaining to the management of HR to minimize risk and exposure to the company.

Leading and Developing Talent

  • Leads and coaches direct reports and leaders throughout the team and function to create an environment where talent is developed through effective coaching, performance management and talent evaluation.
  • Invests in the growth and development of direct reports and other identified talent in the organization.
  • Balances job opportunities with the appropriate mix of internal promotions and external recruitment to satisfy near-term performance, longer term succession needs and to ensure the organization has the necessary talent to deliver the business strategy.
  • Engages in personal development continuously building skills and stays up to date of workforce and business trends throughout the industry.
  • Creates, provides and teaches processes, tools and knowledge, for people leaders to build the Owens Corning talent pipeline by growing all team members and recruiting and retaining the best talent
  • Coach and educate leaders to be fully capable and accountable to own, improve and accelerate business results.
  • Leverages and maximizes all tools, technology and resources to develop talent; including, OC Centers of Excellence and functional and business team members.
  • Is active in growth and development and viewed as a role model to peers and client groups.
  • Teams with other leaders across the HR function to maximize performance, lead change, and grow talent.
  • Is an effective and participatory member of the ISB HR team. Shares best practices within the team and with otherHR generalists and with COE.

JOB REQUIREMENTS

MINIMUM QUALIFICATIONS:

  • 10 years progressive work experience in human resources in a medium to large sized, highly matrixed organization
  • Bachelor’s degree in human resources, business or related field; MBA preferred
  • HRexperience that includes generalist experience and specifically supporting, creating or driving talent management agenda

EXPERIENCE:

  • Experience designing organizations aligned with business strategy to accomplish results
  • Successful experience creating and accelerating change management
  • Assessing the environment and successfully identifying opportunities and closing gaps to accelerate business performance
  • Being part of creating and accelerating a top performing organization / function within a large-scale, multi-site business
  • Developing and implementing strategy for a function or another function or business segment
  • Operating across geographic boundaries
  • Attracting, developing and retaining outstanding talent which represents the available talent pool; developing, growing and retaining talent
  • Implementing successful employee relations strategies/programs in union and non-union environments
  • Has understanding and experience in incentive process, design and implementation
  • Assessing the environment and successfully identifying opportunities and closing gaps to accelerate business performance
  • Implementing successful employee relations strategies/programs

KNOWLEDGE, SKILLS & ABILITIES:

  • Demonstrates understanding of the financials and metrics of the business. Shows appreciation for, understands and balances the needs of employees with the needs of the business
  • Outstanding analytical skills; Can establish/evaluate metrics and interpret/synthesize data at various levels and probe further based on the outcomes
  • Strong coach with a high level of emotional intelligence
  • Demonstrates good judgment and decision making when dealing with highly confidential information and discussions
  • Strong interpersonal skills to build relationships internally and externally at all levels
  • Strong organization and time management skills
  • Excellent communicator– an active listener, with strong written and oral communication skills, including strong presentation skills
  • Strong capability in core HR skills, tools and processes, including the areas of performance management, compensation, talent development and succession planning and management
  • Shows good, independent judgment, makes decisions, and commits to a course of action with appropriate fact-based analytics
  • Willingness and ability to operate "hands on" to get results
  • Demonstrates high learning agility and continually strives to learn, grow and improve
  • Conducts business with the highest ethical and moral standards
  • Engages and cares for others, starting with safety
  • Achieves results fast, individually and through teams – can manage data and multiple points of view quickly and creatively to arrive at balanced solutions

Takes business risks, grows from failures and celebrates success.