Senior Manufacturing HR Lead

Owens Corning•Prattville, AL

1d•Onsite

About The Position

As the Senior Human Resources (HR) Lead for the greenfield startup in Prattville, AL, responsibility will include partnering with the Plant Leader to hire approximately 140 people, including the plant leadership team, production operators, maintenance technicians and salaried support roles. In collaboration with the Plant Leader, this position is accountable to implement an inclusive culture, organizational strategies, standards, practices, leading business changes and the continuous growth and development of the Prattville Asphalt and Roofing Plant. The HR Lead will provide human resources functional expertise and business leadership to the site and advise 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 deliver business results and elevate the talent and capacity of the team.

Requirements

Bachelor’s degree in human resources management, business or a related field or equivalent experience in the human resources field
5-7 years of progressive HR experience required, including manufacturing HR experience.
Proven track record of success in driving engaged organizations by creating and implementing HR strategies.
Proven track record of success in serving as a business partner to other business leaders and driving strong business results.
Manufacturing experience is strongly preferred.
Experience in human resources working in a greenfield startup preferred.
Change Agent: Effectively leads change, action and results. Experienced in leading initiatives through periods of significant change such as growth, restructuring or acquisitions. Capable of executing highly innovative HR programs that help to take the business to the next level of success. Experience in building a high-performance culture that balances results orientation with caring for the individual.
Business Acumen: Demonstrates understanding of the financials and metrics of the business.
HR Expertise: Current knowledge of best practice for human resources processes, tools including the areas of performance management, compensation, recruiting, talent development and succession management, for the ownership and implementation by leaders.
Employee Relations: Has the ability to coach and mentor employees and leaders through complex employee relations opportunities. Experienced in leading and conducting investigations that mitigates risk for the company and brings resolution for the employee(s). Ability to lead the operations to create a high performing team in non-union facilities.
Excellent communication skills (written and oral) to effectively communicate with people across all levels of the organization.
Coaching skills: Partners with others to assess a situation, create action plans and provide ongoing support to drive increased performance.
Acts on analysis.
Engages self and others in learning.
Inspires and Energize Others.
Develops People.
Competitively drives results.
Collaborates and foster teamwork.
Thinks Strategically.
Follows through on commitment and promises.
Ability to travel

Nice To Haves

master’s degree is preferred.

Responsibilities

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.
Develops and shares HR best practices across the businesses and function and create talent management strategies that put the right people in the right roles to drive results.
Partners with plant leadership team to execute and ensure a pay for performance culture by using the company’s talent management strategies and systems.
Supports safety and engagement programs to ensure every people leader and employee are engaged and care for others, starting with safety.
Leads employee relations to ensure the team is performing at the highest level. This includes working with field HR Leaders to ensure consistent execution of company policy and practices and compliance with all statutory regulations as required, to avoid litigation and third-party intervention.
Improves organizational results by measuring and assessing performance, diagnosing opportunities and implementing solutions.
Contributes to general business strategy discussions outside of the HR arena.
Leads, coaches and teaches leaders to create an environment where talent is developed through effective coaching, performance management and talent evaluation.
Fills open positions with speed, and with fully capable talent, using the appropriate mix of internal promotions and external recruitment 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.
Leads recruitment strategy resulting in positive employee branding and candidate experience.
Promotes inclusion and diversity within the plant.
Leads training and development pillar as part of TPM continuous improvement strategy.
Develops and leads onboarding experience of all new employees.
Partners with local technical college or other local resources to build and maintain relevant training programs to ensure a highly skilled technical workforce.
Invests in growth and development of direct reports and other identified talent.
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 of the business / functional areas.
Assists business / functional 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.
Communicates business / function strategy and performance to external customers effectively and engages them in the vision of the business.
Partners with the plant HR leaders to improve plant organizational results by measuring and assessing performance, diagnosing problems and implementing solutions.
Develops and leads employee engagement activities throughout the year to recognize and appreciate employees.
Provides insight into resources and investments required to achieve the talent needs of the business, focusing on work design, organizational structure and people requirements.
Functions as an effective member of the business teams.
Acts as a role model for employees’ growth, development and fair treatment.
Supports leaders in effectively working with their employees to develop and measure progress against employee development plans, including growth assignments.
Utilizes capability modeling to identify skills needed in the future and use the information as a guide for development.
Serve as plant Compensation & Benefits champion.
Serves as Wellness Champion leading corporate initiatives and fostering engagement.
Administer HRIS including SuccessFactors, Talent Center, Kronos etc. to enter and track recruiting, job changes, employee time and pay, assign learning, record training, track HR metrics.
Utilizing analytics tools within HRIS to support business decisions and run reports.