Corporate HR Lead

Owens Corning•Tampa, FL

9d•Hybrid

About The Position

The HR Lead, Doors will be a high impact role seeking to drive growth for OC’s customers through developing and implementing talent strategies for the Operations COE with focus on Customer Service along with Operations COE organizations. The successful incumbent will also be accountable for delivering key HR projects, such as I&D initiatives, for these partner groups. In addition, the role will own/lead programs designed for the growth and development with the Doors talent. This role requires developing strong relationships and credibility to operate as a trusted advisor and business partner. Key HR capabilities for the role include, but are not limited to, talent acquisition, coaching, challenging the status quo, generating ideas, change management, connecting the dots, and coaching/developing others. Reports to: Corporate HR Leader, Doors. Span of Control: This is an individual contributor role; high level of cross-functional collaboration HR Business Partner for the Customer Service team, along with the Operations COE - Bands 5 and 6 levels Location: Tampa Doors HQ; M-Th in office and Fri WFH

Requirements

Bachelor’s degree in human resources, business administration, or a related field
5+ years working in human resources; HR business partnership is preferred within Manufacturing
An understanding of HR best practices, employment laws, and regulations
Flexibility to travel up to 25% of time
Change management, project management, employee relations, performance management, and strategic thinking
Attracting, developing and retaining talent
Coaching and mentoring leaders and employees
Operating across geographic and cultural boundaries
Delivering continuous improvement in an organization
Works best with and through others; influences others effectively and sustainably with and without authority
Strong interpersonal and written/verbal communication skills
Engages in personal development continuously building skills and stays abreast of workforce and business trends throughout the industry
The ability to challenge the status quo, generate ideas, and connect the dots between different aspects of the business
Develops and leverages internal and external relationships
Thinking strategically and driving changes, action, and results
Approachable, coachable, and open to feedback

Responsibilities

Provide strategic HR partnership for leadership and their teams; leads key projects on behalf of the Doors HR team
Challenges status quo by striving for continuous and breakthrough improvement in talent and business process and results.
Collaborate with business leaders to forecast talent needs and develop workforce plans aligned with strategic goals.
Partners with leadership to identify critical roles and build succession plans to ensure business continuity.
Facilitates talent reviews and development planning for high-potential employees.
Uses data and analytics to inform decisions, track HR metrics, and identify trends impacting workforce effectiveness.
Identifies/Explains trends and problems by making connections among diverse data points. Accurately identifies key issues and business strengths and weaknesses in evaluating and developing talent strategies; recognizes and attends to the “big picture” in decision.
Advises on compensation strategies and ensures alignment with market benchmarks and internal equity.
Identifies new possibilities and business opportunities that contribute to growth; engages others by soliciting diverse views and differing opinions.
Develops diverse and inclusive teams that are high performing. Ensures talent has the capabilities to meet current and future business demands. Offers regular feedback and coaching that is actionable, specific, and respectful.
Engages self and others in learning by soliciting feedback from others to assess strengths and ongoing areas for focus and development. Establishes an environment in which exploring differences in views and perspectives and sharing information and ideas is encouraged.
Understands drivers of change for the business, facilitates systematic design of the organization (OD), and the effective change management.
Ensure HR programs, processes, policies, and procedures are aligned with business objectives and leads training / communication to people leaders and employees as is applicable.
Continuously improve employee engagement and morale by assessing and tracking trends in employee behaviors and attitudes, developing action plans, and coaching leaders. Active participation or leadership in the onsite experience committee.
Identifies and leads key HR workstreams and projects, in collaboration with the Doors HR leadership and Doors Leadership Team (DLT), that deliver the right outcomes such as sustainable I&D progress, leadership development, etc.
Ensures compliance with relevant regulations and requirements pertaining to the management of HR to minimize risk and exposure to the company.