Owens Corning
From company careers site
Sr Corporate HR Lead
- Location
- Toledo, OH, US
- Work mode
- On-site
- Employment type
- Full-time
About the job
PURPOSE OF THE JOB
The Sr. Corporate Human Resource (HR) Lead provides effective partnership to leaders and employees across designated corporate functions to deliver both strategic and tactical objectives defined to improve organizational performance through development and execution of our talent strategy and people processes including Talent Management, Performance Management, Employee Development, Organizational Effectiveness, Inclusion and Diversity, Compensation, and Talent Acquisition. Key priorities include increasing employee engagement, assessing and developing talent, ensuring proper organizational design and workforce alignment, and implementing HR initiatives, policies, and procedures.
Reports to : Sr. HR Leader Span of Control : Individual Contributor
JOB RESPONSIBILITIES
Knowing Our Businesses and their Strategies
- Build relationships within the organization, cross-functionally, and with key stakeholders; ensure effective contact to remain aligned with functional objectives.
- Understand the strategic direction of the company’s businesses and execute technical strategies to enhance business results.
- Know what best-in-class HR organizations do and obtain outside-in market insights to understand and apply to positively impact Owens Corning.
Executing Strategy
- Serve as a trusted advisor to corporate functional leader(s), providing candid counsel, coaching, and an HR perspective that improves business and organizational decisions.
- Build a deep understanding of the supported functions, their strategies, operating priorities, talent requirements, and external market environment.
- Lead strategic workforce planning to identify current and future capability needs, workforce gaps, critical roles, and talent priorities.
- Lead talent assessment, succession planning, and leadership development processes, with particular focus on critical roles and building a strong internal talent pipeline.
- Coach leaders to improve their effectiveness in talent development, employee engagement, performance management, organizational leadership, and accountability for talent outcomes.
- Lead differentiated performance management and compensation processes that recognize contribution, reinforce accountability, and support the attraction and retention of key talent.
- Partner with leaders to assess organizational effectiveness and design structures, roles, capabilities, and ways of working that enable business strategy.
- Diagnose organizational and team effectiveness issues and proactively implement targeted interventions to improve team performance, leadership alignment, and business outcomes.
- Partner/lead the people aspects of organizational change, including stakeholder alignment, leadership readiness, communication, adoption, and sustained behavior change.
- Develop strategies to attract, select, onboard, develop, engage, and retain high-performing and diverse talent, using an appropriate balance of internal movement and external hiring.
- Use workforce data, employee insights, and business metrics to identify trends, assess organizational health, prioritize actions, and measure the impact of talent strategies. The emphasis should be on improving decisions and outcomes rather than measuring HR activity alone.
- Develop and execute employee engagement strategies that create a safe, inclusive, productive, and high-performing work environment.
- Address complex employee relations and organizational issues in partnership with leaders and appropriate HR subject-matter experts, balancing employee experience, business needs, consistency, and risk.
- Ensure HR practices and organizational decisions comply with business conduct expectations, employment requirements, company policies, and applicable regulations.
- Partner across HR and with Centers of Excellence to deliver integrated solutions in talent acquisition, compensation, talent management, learning and development, inclusion and diversity, employee relations, and organizational effectiveness.
- Lead and support enterprise and corporate-function initiatives, ensuring solutions are effectively adapted and implemented within the supported organizations.
- Identify, share, and scale HR best practices while bringing external insights and emerging practices into the organization.
- Continuously improve HR processes, tools, and ways of working to increase effectiveness, simplify the employee and leader experience, and deliver greater business value.
- Model company values, sound judgment, accountability, resilience, and commitment to personal growth, employee development, and ethical conduct.
- Support the organization’s safety strategy and reinforce leader and employee accountability for a safe work environment.
Influencing in the Function
- Identify areas of waste and ideate and execute on aligned action plans to create productivity.
- Participate in special programs or projects that support the long-term strategic goals of the organization.
- Identify and lead opportunities to improve the effectiveness, value, and perception of the organization.
Developing Talent
- Provide impactful peer-to-peer leadership to others on the team, contributing to their development.
- Assist in building the talent pipeline, mentoring, and developing self and more junior level functional talent
- Invest in personal growth and development, clearly focused on self-learning.
JOB REQUIREMENTS <span style="font-size:10.0pt;font-family:Robot
From Owens Corning's careers page (Company careers page), checked 30 Oct 2026.
How to apply
- Select Apply on owenscorning.com. It opens Owens Corning's own application form in a new tab, run on Company careers page.
- Fill in the form and upload your résumé there. Jobiwork never sees your application.
- Owens Corning will reply to you directly. No real employer asks you for money to apply.
Posted 8 Oct 2026 · checked 30 Oct 2026 · Report this job