Sr Corporate HR Lead

Sr Corporate HR Lead Location(s): Toledo, OH, US, 43659-0001 Function: Human Resources Audience: Experienced Professional Work Arrangement: On Site Requisition ID: 70743 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-