Job Abstract

PURPOSE OF THE JOB

The Compton Site Senior Manufacturing Human Resources Lead provides human resources generalist functional expertise and business leadership to the plant 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 improve business results and elevate the talent and capacity of the team. The HR Leader is an effective change agent and a positive force in the effectiveness and engagement of the workforce focusing on the people side of change including changes to business processes, job roles and organization structures.

The HR Leader is a key role within our HR talent pipeline aimed at developing future HR leaders within our progressive, people focused work environment by creating opportunities to learn and grow.  This position is intended to prepare individuals for promotional or expanded HR roles in the Company. 

Roofing Business: The Roofing business (Roofing & Asphalt organization) is one of three key businesses within Owens Corning, a $2B+ business with 13 Roofing manufacturing facilities, 12 Asphalt facilities, and through a recent acquisition of InterWrap, a leading manufacturer of roofing underlayment and packaging materials, a total of 7 additional Components facilities in the US, Canada, India and China. This acquisition further solidifies OC’s Total Protection Roofing System.

Reports to:  Regional HR Leader; dotted-line reporting to Compton Site Leader

Span of Control:  This role has 2 direct reports.

JOB RESPONSIBILITIES

Safety

• Lead and support safety initiatives and processes to drive towards zero recordable injuries.
• Effectively communicate Safety strategy and performance to employees and engage them in the systems and process leadership.

Knowing Our Customers

• Continuously innovate & improve HR processes to enhance the company’s value and the value to our customers. Continuously elevates the customer perspective of self and others by knowing our products, manufacturing, and selling processes. The HR Leader applies this knowledge to successfully influence leaders to make customer focused business decisions.

Leading and Developing Talent

Leads, coaches, and teaches leaders to create an environment where talent is developed through effective coaching, performance management and talent evaluation with a strong focus on Inclusion and Diversity. 

• Fills open positions with speed, and with fully capable talent, using the appropriate mix of internal promotions, external recruitment, with candidates 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. 
• Is active in personal development and viewed as a model to peers and client groups.
• Invests in growth and development of direct reports and other identified talent.
• Evaluate the capabilities of an individual to determine their likelihood of success of performing a given role and their ability to develop within the organization.
• Through active listening and robust questioning, help individuals learn rather than be told.  Leverage trust elevate self-awareness and co-develop pragmatic actions to maximize performance and accelerate growth.
• 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 team of the plant.
• Assists 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.
• Leverage Organization Design methodology to drive improvements in plant operational performance.
• Evaluate and ensure clarity of strategic direction and choices, align capabilities and resources, create structures, processes, rewards, and metrics to operationalize the business strategy effectively and efficiently.
• Partner with local technical college or other local resources to build relevant training programs to ensure a highly skilled technical workforce.

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, share HR best practices to create talent management strategies that put the right people in the right roles to drive results.

• Contributes to the development and execution of the plant strategy and provides leadership support.
• Effectively shares information with Regional HR Leader, Business Partner, and peers.
• Leads implementation of the Human Resources strategy.
• Develops and attracts the people required to execute the business strategy.
• Improve plant organizational results by measuring and assessing performance, diagnosing problems, and implementing solutions.

Business Partnership

The HR Lead is an inclusive leader, trusted advisor, and business partner to the plant’s people leaders and senior leadership. The HR Lead contributes thought leadership to strategy discussions outside of the HR area and provides timely and meaningful coaching, with confidence and candor consistent with OC values. Apply business understanding to influence decisions that maximize key financial drivers, optimally leverage resources, promote manufacturing excellence, and leverage customer insights.  This role will coach and educate leaders, so they are fully capable and accountable to own, improve and accelerate business results. 

• Leading the plant-level Training & Development pillar of Total Productive Maintenance (TPM), becoming a change agent and continuous improvement champion.
• Influence leaders and employees to foster an inclusive environment.
• Drive a culture of appreciation to attract, develop and retain the most talented and diverse people
• Executing differentiated performance management and compensation.
• Continuously improve assessment, selection, development, and retention of best talent.
• Continuously improve our work environment to ensure a safe, engaged, and productive employee base.
• Leading effective change management practices.
• Assessing team performance and facilitating interventions proactively.
• Creating and implementing optimal organization design and structure to enable the strategy.
• Ensure compliance with relevant regulations and requirements pertaining to the management of HR to minimize risk and exposure to the company.

JOB REQUIREMENTS

Minimum Qualifications

• Bachelor’s degree in business, human resources management or a related field
• Minimum of 3 years HR Generalist experience, with a significant percentage in a manufacturing facility
• Strong knowledge of HR laws, regulations, and best practices

Experience

• Leading results and effectively/collaboratively working through others.
• Creating and accelerating a high-performance organization.
• Strategy implementation on human resources function.
• Attracting, developing, and retaining outstanding talent.
• Leading in a manufacturing workforce environment
• Implementing successful employee relations strategies and programs.
• Assessing the environment and successfully identifying opportunities and closing gaps to accelerate business performance.
• Understanding and experience in incentive process, design and implementation
• Experience with California HR laws, regulations, and best practices

Knowledge, Skills and Abilities

• Change agent: Effectively leads change, action, and results.
• Business acumen: 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.
• Understand the applicable labor laws, regulations, and contractual language and be able to effectively communicate them to employees and leaders the process and requirement involved.
• Current knowledge of best practice human resources processes and tools including in the areas of performance management, compensation, recruiting, talent development and succession management, with a strong focus on Inclusion and Diversity for the ownership and implementation by leaders.
• Excellent communications – written and oral – including presentation skills.
• Demonstrates high learning agility and continually strives to learn, grow, and improve.
• Achieves results fast, individually and through teams – can manage data and multiple points of view quickly and creatively to arrive at a balanced solution.
• Likes working in teams; collaborative – team focused.

The base salary range for this position is 117,000-130,000, with the potential for up to an additional 25% if the applicant hired has additional related qualifications.

We also offer a substantial benefits package including insurance medical/dental/vision/life/disability/supplemental offerings), 401k (company contribution regardless of employee participation – plus match), liberal paid time off (vacation, personal floating and standard holidays), Employee Assistance Services, Stock Purchase Program – and more.

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