PURPOSE OF THE JOB

The Rockford Resources (HR) Professional provides HR and business leadership on all matters related to human capital. This is a key position in the HR team, responsible for assisting in delivering HR strategies and tactics to improve business results. The HR Professional is an effective change agent and a positive force in the effectiveness and engagement of the workforce. The position will lead various plant-wide events and projects that will involve plant employees.

Join an organization that believes that every employee owns a piece of our bold growth goals and ultimate success. We are a market-leading innovator that has placed on the Fortune 500®. Owens Corning is devoted to delivering sustainable solutions across our three business segments while striving to ensure our people and products make the world a better place. We take pride in having an inclusive and diverse workplace with employees around the globe. A holistic sense of community exists across our entire organization as our talent grows globally. We are a company that fully recognizes the importance of paving a path to a sustainable and safe enterprise through investing in our people. Our desire to make an impactful difference in the world flows from top down to all levels of the organization. By being a company that instills pride within each and every employee, we aspire to build market-leading businesses; global in scope - human in scale.

Reports to: HR Leader

Span of Control: Individual contributor, supporting a plant of approximately 70 people.

Executing Human Resources Strategy

• Develop a reputation and operate as a trusted advisor and business partner. Contribute on plant strategy discussions outside of the HR area.
• Coach employees and supervisors with confidence and candor, consistent with My Leadership Accountabilities, The Owens Corning Story, and OC Guiding Principles.
• Coach and educate leaders so they are fully capable and accountable to own, improve and accelerate business results by:
  • Executing differentiated performance management and compensation.
  • Fairly and consistently applying plant employment policies
  • Continuously improving assessment, selection, development and retention of best talent.
  • Continuously innovating & improving HR processes to enhance the company’s value and the value to our customers.
  • Continuously improving our work environment to ensure a safe, engaged and productive employee base.
  • Leading effective change management practices.
• Continuously elevate the customer perspective of self and others by knowing our products, manufacturing and selling processes. The HR Professional applies this knowledge to successfully influence leaders to make customer-focused business decisions.
• Contribute to the development and execution of the HR strategic framework:
  • Talent Acquisition: recruitment and hiring
  • Talent Growth: scheduling and reporting for talent reviews; succession planning
  • Talent Development: coach supervisors and guide employees
  • Training & Development: Involvement in TPM and T&D
• Compensation and Benefits: policies and plans
• Employee Relations
• Serve as the primary point of escalation for plant employees on HR related matters, including but not limited to the administration of HR policies, benefits, processes, payroll, employee handbook, guidelines, and resources.
• 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.
• Develop, prepare, and maintain comprehensive reports generated through HRIS and business information systems. Track metric and take actions to improve performance – training and policy change recommendation.
• Ensure compliance with relevant regulations and requirements pertaining to the management of HR to minimize risk and exposure to the company.
• Interface with outside agencies on issues including health care and other benefits, workers’ compensation, unemployment, and charitable contributions, and employee and community events
• Conduct new hire, benefits, safety, and visitor orientations, as required
• Plan and coordinate training, meetings, celebrations, and outings for special occasions. Lead and promote company/plant events and initiatives, including service awards and recognition programs
• Coordinate wellness events and physical examinations related to hiring and retention including oversight of local drug testing process; including coordination with external testing lab and communication with employees, corporate medical, and supervisors.
• Serve as the plant Compensation & Benefits Champion to communicate benefit plant changes to plant employees; coordinate, schedule, and deliver open enrollment employee meetings
• Manage administration of FMLA, STD, and other leaves of absence and take action to improve performance.
• Guide and administer employee handbook, safety and work rules, and plant/company policies
• Lead plant teams such as safety, engagement, or employee inclusion teams
• Other HR process and HR capability support duties as assigned including participating in and leading division HR project initiatives
• Serve as hourly payroll administrator – track error rates and take action to improve and simplify process.
• Actively engage in personal development
• Assist in driving TPM T&D Pillar initiatives.

MINIMUM QUALIFICATIONS:

• Bachelor’s degree in business or related field preferred
• Two years’ experience in HR
• Manufacturing experience is preferred

PREFERRED EXPERIENCE:

• Demonstrated ability to communicate both internally and externally and interact with employees at all levels within the organization
• The successful candidate will possess strong interpersonal skills and be able to work effectively in a fast-paced environment with minimal direct supervision, while handling sensitive information in a confidential and professional manner.
• Working knowledge of HRIS systems and business information (payroll/timekeeping) systems required; SuccessFactors and Kronos systems experience preferred

KNOWLEDGE, SKILLS & ABILITIES:

• Change agent: Effectively leads change, action, and results
• Business acumen: Demonstrates an 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.
• Seeks best practice human resources processes and tools including in the areas of performance management, compensation, payroll, FMLA, STD, recruiting, and talent development and succession management, for the ownership and implementation by leaders.
• Excellent communications – written and oral – including presentation skills and organizational skills with the ability to interact effectively with a wide variety of constituencies.

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