Sr Manufacturing HR Lead - Now Hiring
PURPOSE OF THE JOB
The Human Resources Lead for the Sedalia Plant is responsible for providing business and functional expertise in human resources.
The HR Lead will be an effective change agent who works positively to engage the workforce at all levels within the plant. This is a key position to plant teams, responsible for managing and delivering HR strategies and tactics in order to engage employees and develop talent capable of delivering business results. Excellent interpersonal skills, leadership, driving change and achieving results through employee engagement are required.
Reports to:
Regional Human Resources Leader, Foamglas
Span of Control:
1 direct report
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 system systems and process leadership.
Metrics
- Feedback from Plant Leadership Team, peers, primary employees
- Plant SAFE and Critical 6 scores, RIR
- Knowing Our Customers
Provide visible leadership to every team member to take on our customers as a personal mission. Continuously innovate &a; 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 Lead applies this knowledge to successfully influence leaders to make customer focused business decisions.
Metrics
- Feedback from Plant Leadership members
- Waste elimination from improving a specific process (i.e. through a Kaizen, standard work, etc.)
- Leading and Developing Talent
- Leads, coaches, and teaches leaders to create an environment where talent is developed through effective performance management and talent evaluation systems.
- Fills openings with competent people using the appropriate mix of internal promotions and external recruitment to satisfy near-term performance, longer-term succession needs and to insure the organization has the necessary outstanding talent.
- Invests in the growth and development of identified talent in their organization.
- Actively engaged in personal development.
- Attract, develop, and retain the very best talent.
- Invest in the growth and development of identified high potential talent
- Create and sustain a culture where talent is developed through effective performance management, talent evaluation and utilization of people
- Effectively staff the organization
Metrics
- Progress on Talent Development Plans
- Progress on succession talent plan
- Turnover of high performance and high growth talent
- Rate of involuntary turnover for poor and marginal performers
- Talent additions through external recruiting
- Executing HR Strategies
- Contributes to the development and execution of the plant strategy and provides leadership support.
- Effectively shares information with Regional HR Leader 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.
The HR strategy will consist of the following and will utilize best practices to ensure outside-in thinking:
- Talent Development
- Talent Acquisition
- Succession Planning
- Growing our People
- Performance Management
- Compensation and Benefits Policies and Plans
- Labor Relations and Employee Relations
Metrics
- Specific goals of the business segment/function supported
- Progress vs. Succession Plan.
- Performance Management
- Individual Goals
- Position Responsibility
- Employee Surveys
- Unplanned Turnover of high performance and high growth talent
- Rate of involuntary turnover for poor and marginal performers
- Directing Operations
- Develop a reputation and operate as a trusted advisor and business partner to the Plant Leader and Plant Leadership Team members. Contribute on plant strategy discussions outside of the HR area.
- Coaches all leaders in the organization with confidence and candor.
- Coaches and educates leaders so they are fully capable and accountable to own, improve and accelerate business results by:
- 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.
- Creates and implements optimal organization design and structure to enable the strategy.
- Co-leads with Corporate Labor Relations to ensure plant labor agreements support business results and business strategy.
- Ensure compliance with relevant regulations and requirements pertaining to the management of HR to minimize risk and exposure to the company.
Metrics
- Headcount forecast and commitments
- Talent Management
- Performance Management
- Compensation
- Quality of Leadership Team
Job Requirements
Experience:
- Bachelor's degree in business, human resources management or a related field. Master's degree in business, human resources or a related field preferred.
- Minimum of 5 years HR generalist experience, with a significant percentage in a unionized plant location preferred
- Leading results effectively/collaboratively through others.
- Being part of creating and accelerating a high performance organization.
- Implementing strategy for a human resources function.
- Attracting, developing and retaining outstanding talent.
- Leading in any workforce environment both union and non-union environments.
- 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 in labor relations preferred.
Knowledge and Skills:
- 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. - Current knowledge of best practice human resources processes and tools including in the areas of performance management, compensation, recruiting, and talent development and succession management, for the ownership and implementation by leaders.
- Excellent communication - written and oral - including presentation skills.
- Capable of taking on additional Plant or Regional responsibility for additional Owens Corning locations/operations as needed.
- Able and willing to relocate for other HR positions within Owens corning, including the company world headquarters in Toledo, Ohio.
About Owens Corning
Owens Corning is a global building and construction materials leader committed to building a sustainable future through material innovation. Our three integrated businesses - Composites, Insulation, and Roofing - provide durable, sustainable, energy-efficient solutions that leverage our unique material science, manufacturing, and market knowledge to help our customers win and grow. We are global in scope, human in scale with approximately 19,000 employees in 31 countries dedicated to generating value for our customers and shareholders, and making a difference in the communities where we work and live. Founded in 1938 and based in Toledo, Ohio, USA, Owens Corning posted 2022 sales of $9.8 billion. For more information, visit .
Owens Corning is an equal opportunity employer.
Estimated Salary: $20 to $28 per hour based on qualifications.
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