Sr Corporate HR Lead

Owens Corning · Toledo

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The Sr. Corporate Human Resource (HR) Lead provides effective partnership to leaders and employees across designated corporate functions to deliver both strategic and tactical objectives defined to improve organizational performance through development and execution of our talent strategy and people processes including Talent Management, Performance Management, Employee Development, Organizational Effectiveness, Inclusion and Diversity, Compensation, and Talent Acquisition. Key priorities include increasing employee engagement, assessing and developing talent, ensuring proper organizational design and workforce alignment, and implementing HR initiatives, policies, and procedures.

Reports to:                          Sr. HR Leader

Span of Control:                Individual Contributor

Knowing Our Businesses and their Strategies

• Build relationships within the organization, cross-functionally, and with key stakeholders; ensure effective contact to remain aligned with functional objectives.
• Understand the strategic direction of the company’s businesses and execute technical strategies to enhance business results.
• Know what best-in-class HR organizations do and obtain outside-in market insights to understand and apply to positively impact Owens Corning.

Executing Strategy

• Serve as a trusted advisor to corporate functional leader(s), providing candid counsel, coaching, and an HR perspective that improves business and organizational decisions.
• Build a deep understanding of the supported functions, their strategies, operating priorities, talent requirements, and external market environment.
• Lead strategic workforce planning to identify current and future capability needs, workforce gaps, critical roles, and talent priorities.
• Lead talent assessment, succession planning, and leadership development processes, with particular focus on critical roles and building a strong internal talent pipeline.
• Coach leaders to improve their effectiveness in talent development, employee engagement, performance management, organizational leadership, and accountability for talent outcomes.
• Lead differentiated performance management and compensation processes that recognize contribution, reinforce accountability, and support the attraction and retention of key talent.
• Partner with leaders to assess organizational effectiveness and design structures, roles, capabilities, and ways of working that enable business strategy.
• Diagnose organizational and team effectiveness issues and proactively implement targeted interventions to improve team performance, leadership alignment, and business outcomes.
• Partner/lead the people aspects of organizational change, including stakeholder alignment, leadership readiness, communication, adoption, and sustained behavior change.
• Develop strategies to attract, select, onboard, develop, engage, and retain high-performing and diverse talent, using an appropriate balance of internal movement and external hiring.
• Use workforce data, employee insights, and business metrics to identify trends, assess organizational health, prioritize actions, and measure the impact of talent strategies. The emphasis should be on improving decisions and outcomes rather than measuring HR activity alone.
• Develop and execute employee engagement strategies that create a safe, inclusive, productive, and high-performing work environment.
• Address complex employee relations and organizational issues in partnership with leaders and appropriate HR subject-matter experts, balancing employee experience, business needs, consistency, and risk.
• Ensure HR practices and organizational decisions comply with business conduct expectations, employment requirements, company policies, and applicable regulations.
• Partner across HR and with Centers of Excellence to deliver integrated solutions in talent acquisition, compensation, talent management, learning and development, inclusion and diversity, employee relations, and organizational effectiveness.
• Lead and support enterprise and corporate-function initiatives, ensuring solutions are effectively adapted and implemented within the supported organizations.
• Identify, share, and scale HR best practices while bringing external insights and emerging practices into the organization.
• Continuously improve HR processes, tools, and ways of working to increase effectiveness, simplify the employee and leader experience, and deliver greater business value.
• Model company values, sound judgment, accountability, resilience, and commitment to personal growth, employee development, and ethical conduct.
• Support the organization’s safety strategy and reinforce leader and employee accountability for a safe work environment.

Influencing in the Function

• Identify areas of waste and ideate and execute on aligned action plans to create productivity.
• Participate in special programs or projects that support the long-term strategic goals of the organization.
• Identify and lead opportunities to improve the effectiveness, value, and perception of the organization.

Developing Talent

• Provide impactful peer-to-peer leadership to others on the team, contributing to their development.
• Assist in building the talent pipeline, mentoring, and developing self and more junior level functional talent
• Invest in personal growth and development, clearly focused on self-learning.

JOB REQUIREMENTS

MINIMUM QUALIFICATIONS:

• Bachelor’s degree in business, human resources management or a related field; relevant experience may be considered in lieu of a degree.
• 5-7 years HR generalist experience and demonstrated progressive growth.

EXPERIENCE:

• Successful experience creating and accelerating change in a high-performance organization.
• Experience partnering with leaders of a function to drive talent strategies.
• Attracting, developing and retaining outstanding talent.
• Implementing HR programs and processes in a business or functional environment.
• Partnering with leaders to address workforce and talent needs.
• Experience in resolving difficult employee or organizational matters within established policies and practices.
• Coordinating talent, performance, engagement, or organizational-effectiveness processes.
• Balancing multiple priorities while working independently with general supervision.
• Supporting and implementing organizational or HR-related changes.

KNOWLEDGE, SKILLS & ABILITIES:

• Demonstrated understanding of how business and people decisions affect organizational performance.
• Ability to operate independently with some ambiguity.
• Ability to support and/or lead change initiatives from strategy through execution.
• Demonstrated ability to build trusted, collaborative relationships across all levels of the organization.
• Demonstrated coaching capability in guiding leaders through people and organizational matters.
• Demonstrated ability to gain commitment and drive action across diverse stakeholder groups.
• Strong capability in core HR skills, tools and processes, including areas of performance. management, compensation, talent development and succession planning and management.
• Excellent communication skills including active listening, strong written and verbal communication skills, and strong presentation skills.
• Ability to approach sensitive situations with empathy, objectivity, and professionalism.
• Ability to be effective and flexible with competing priorities.  
• Minimal travel up to 5%, including internationally.

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.

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