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HR Leader - Kearny, NJ

Location: Kearny, New Jersey - United States The Sr HR Lead for the Kearny Roofing and Asphalt Plant is responsible for providing business and functional expertise in human resources. The HR Leader 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 to engage employees and develop talent capable of delivering business results. JOB RESPONSIBILITIES Safety - approximately 5% of time 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. Become regarded by the employees of Owens Corning as a role model for their growth, development and fair treatment. Metrics Feedback from Plant Leadership Teams, direct reports, peers, primary employees. Plant SAFE and Critical 6 scores, RIR. Knowing Our Customers ? approximately 5% of time 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. Metrics Feedback from business leadership members. Eliminate waste by improving specific processes (i.e. through a Kaizen, standard work, etc.). Team involvement for specific customer-focused activities. Leading and Developing Talent ? approximately 30% of time Leads, coaches and teaches leaders to create an environment where talent is developed through effective performance management and talent evaluation systems. Leads plant Training and Development Pillar using TPM methodologies. 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. Invest in the growth and development of talent within their organization. Actively engages in personal development. Metrics Progress on succession talent within plant. 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 ? approximately 35 % of time Contributes to the development and execution of the plant strategy and provides leadership support. Effectively shares information with R&A HR Leader and peers. Leads implementation of the Human Resources strategy. Develops and attracts the people required to execute the business strategy, including outreaching to local High Schools and Technical Schools Participates and makes recommendations regarding Collective Bargaining Agreements 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 T&D TPM Implementation 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 ? approximately 25% of time 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. Coach all leaders of the organization with confidence and candor, consistent with My Leadership Accountabilities, The Owens Corning Story, and OC Guiding Principles. 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. 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 NLT JOB REQUIREMENTS MINIMUM QUALIFICATIONS : Bachelor?s degree in business, human resources management or a related field. Minimum of 5 years HR generalist experience, with a significant percentage in a manufacturing facility. Union experience strongly preferred Experience in labor law 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. KNOWLEDGE, SKILLS & 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. 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 communications ? written and oral ? including presentation skills. Capable of taking on additional Plant or Regional responsibility for additional Owens Corning locations/operations as needed. Engages and cares for others, starting with safety. High sense of urgency ? gets need for speed. Achieves results fast, individually and through teams ? can manage data and multiple points of view quickly and creatively to arrive at a balanced solution. Takes business risks, grows from failures and celebrates success. Likes people and working in teams; collaborative ? team focused. #LI-KM2 About Owens Corning Owens Corning (NYSE: OC) develops, manufactures and markets insulation, roofing, and fiberglass composites. Global in scope and human in scale, the company?s market-leading businesses use their deep expertise in materials, manufacturing and building science to develop products and systems that save energy and improve comfort in commercial and residential buildings. Through its glass reinforcements business, the company makes thousands of products lighter, stronger and more durable. Ultimately, Owens Corning people and products make the world a better place. Based in Toledo, Ohio, Owens Corning posted 2017 sales of $6.4 billion and employs 19,000 people in 37 countries. It has been a Fortune 500? company for 64 consecutive years. For more information, please visit www.owenscorning.com . A career at Owens Corning offers the ability to enhance your expertise and achieve your personal and professional aspirations. Through it all, we?ll empower you with an environment that encourages open communication and big ideas, competitive pay for your performance, comprehensive benefits, and more opportunities to make your impact. Must be eligible to work in the U.S. on a permanent basis. Owens Corning is an Equal Opportunity, Affirmative Action employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, protected veteran status or status as an individual with a disability.

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