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Masonite is now proudly part of Owens Corning. Owens Corning is a global building and construction materials leader committed to building a sustainable future through material innovation. Our four integrated businesses – Roofing, Insulation, Doors, and Composites – 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 more than 25,000 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 2023 sales of $9.7 billion. For more information, visit www.owenscorning.com.

 

The Doors Business is one of four key businesses within Owens Corning, a $2B+ business.  With operations around the globe, it is key we to manage effectively locally while we work to share and collaborate globally.  The operations group is comprised of plants within each region.  The key priority for the manufacturing teams is the achievement of operational excellence as realized through world class safety performance, customer satisfaction, employee engagement and productivity.

HR Opportunity:  The HR Director for Door Segment Operations is a key business partner to the VP of Doors Operations and is accountable for establishing and executing the Doors operations talent strategy to enable successful achievement of both the annual operations plan and the long range plan.  The current organization includes around 1000 salaried employees and over 7,000 primary employees.

Leadership: Direct: Will have 4-6 direct staff to include HR Operations Leaders and Hourly Recruitment.

Location: This position will be physically located in Tampa, Florida.  Travel required is around 50%. 

PRIMARY JOB RESPONSIBILITIES:

Organization Effectiveness

In partnership with the VP of Operations, develop the business goals and strategy for Doors manufacturing.Build a proactive HR strategy with a demonstrated ability to appreciate the regional differences culturally, legally and operationally, that supports achievement of these manufacturing objectives. Translate the HR strategy into concrete action plan, ensuring appropriate communication and implementation.Understand drivers of change for the business, including the recent acquisitions, and effectively lead change, facilitating systematic design of the organization (OD) and the effective change and stakeholder management.  Understand and develop acquisition, succession and retention strategies for key roles from early career to the most senior in the organization to ensure stable, successful operations today as well as preparing for the plant of the future.Demonstrate a passion for the key values within Door’s operations – safety, inclusion and diversity (including women in operations) and future of manufacturing programs.  Ability to translate the passion into meaningful actions aligned with overall corporate themes (ability to connect business and enterprise programs). Ability to share and transfer knowledge and best practices across cultures and regions to drive synergies,  learning and collaboration.

HR Excellence

A credible assessor of talent, this individual will leverage strong relationships and credibility to operate as a trusted advisor and business partner on a global scale.Ensure HR programs, processes, policies, and procedures are aligned with business and enterprise objectives and communicate to employees & coordinate implementation.Working through Doors HR leaders to ensure meaningful actions to drive employee engagement, positive employee and labor relations, leveraging surveys, voice of employee tools and effective employee and labor relations tools. Leverage a strong understanding of business metrics and analytics to drive HR excellence in the spaces of productivity, cost modeling and employee experience.

Leading and Developing Talent

Lead, coach and teach Human Resource leaders throughout the team and function to create an environment where talent is developed through effective coaching, performance management and talent evaluation. Creates, provides and teaches processes, tools and knowledge, for people leaders to build the Owens Corning talent pipeline by growing all team members and recruiting and retaining the best talent.Invest in the growth and development of direct reports and key global operations talent in the organizationEngages in personal development continuously building skills and stays abreast of workforce and business trends throughout the industryModels collaboration to deliver business results and enable development of self and others.

JOB REQUIREMENTS:

MINIMUM QUALIFICATIONS / EXPERIENCE:

Bachelor’s Degree Business or Human Resources; MBA Preferred8+ years of progressive HR and /or business experience required, including manufacturing HR experience in both union and nonunion facilities.Multi-site manufacturing HR leadership

PREFERRED EXPERIENCE:

Leading results effectively/collaboratively through others especially those who do not report directly in the business and other functionsDeveloping and implementing strategy for a human resources function or business segmentOperating across geographic boundaries, preferredAttracting, developing and retaining outstanding talent which represents the available talent pool; developing, growing and retaining talentImplementing successful employee relations strategies/programs in union and non-union environmentsHas understanding and experience in incentive process, design and implementation

ATTRIBUTES:

Challenges status quo - Seeks constructive debate to inform calculated risk-taking.  Strives for continuous and breakthrough improvement in business process and results.  Probes for additional information and encourages open discussion to gain full understanding.  Brings a balanced perspective on new program and policies intent and a voice of the plant workforce in the decision and implementation processes. 

Thinks strategically - 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 strategies Recognizes and attends to the “big picture” in decisions.

Generates Ideas - Identifies new possibilities and business opportunities that contribute to growth. Instills an external point of view in formulating goals and strategies. Engages others by soliciting diverse views and differing opinions.

Develops People - Assembles teams with the capabilities to meet current and future demands, conveys ownership and provides support.   Offers regular feedback and coaching that is actionable, specific and respectful.  Identifies development assignments that meet Owens Corning's growth objectives and offer challenge and career satisfaction.

Engages self and others in learning - Solicits 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 to leverage diversity of knowledge and experience.

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