Joplin, Missouri, United States

Sr HR Lead

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Job ID 53513


The Plant Human Resources (HR) Leader provides HR and business leadership to their plant site and advises the Plant Leader on all matters related to human capital.  This is a key position on the Joplin Plant Leadership Team, responsible for managing and delivering HR strategies and tactics to improve business results.  The HR leader is an effective change agent, and a positive force in the effectiveness and engagement of the workforce. The HR Leader will focus on the people side of change – including changes to business processes, job roles and organization structures - while maximizing employee engagement.

REPORTS TO:   This position reports to the Regional HR Leader with a dotted line to the Joplin Plant Leader.

SPAN OF CONTROL:  This position will be physically located in Joplin, MO and will oversee the HR Coordinator at the facility


Developing and Executing HR Strategies: This role contributes to the development of HR Strategy, is accountable for implementing plans that elevate the talent capability of the supported organizations, and improves organizational results by measuring and assessing performance, effectively diagnosing root cause and implementing innovative solutions.  The role will be accountable to develop and share HR best practices across the businesses and function, and create talent management strategies that put the right people in the right roles to drive results.

  • Partner with plant leadership team to execute and ensure a pay for performance culture by using the company’s talent management strategies and systems
  • Supports safety and engagement programs to ensure every people leader and employee are engaged and care for others, starting with safety
  • Leads employee relations to ensure the team is performing at the highest level. This includes working with field HR Leaders to ensure consistent execution of company policy and practices y and compliance with all statutory regulations as required, to avoid litigation and third party intervention.
  • Improves organizational results by measuring and assessing performance, diagnosing opportunities and implementing solutions
  • Contributes to general business strategy discussions outside of the HR arena

Leading and Developing Talent:  Leads, coaches and teaches leaders to create an environment where talent is developed through effective coaching, performance management and talent evaluation.  Fills open positions with speed, and with fully capable talent, using the appropriate mix of internal promotions and external recruitment to meet near term performance and longer-term succession needs of the organization.  Leverages and maximizes all tools, technology and resources to develop talent; including, OC Centers of Excellence and functional business team members.

  • Partner with local technical college or other local resources to build and maintain relevant training programs to ensure a highly skilled technical workforce.
  • Invests in growth and development of direct reports and other identified talent
  • Develops a reputation and operates as a trusted advisor and business partner to the business and functional leaders, functioning as the expert on people and organizational issues
  •  Knows, coaches, evaluates and teaches OC Leadership Capabilities to the leadership of the business / functional areas
  • Assists business / functional leaders with developing and delivering key communications to engage employees
  • Inspires teamwork across staff functions and other business groups to maximize the performance of Owens Corning and the development of people. Communicates business / function strategy and performance to external customers effectively and engages them in the vision of the business.
  • Partners with the plant HR leaders to improve plant organizational results by measuring and assessing performance, diagnosing problems and implementing solutions

Performing HR Functional Leadership

  • Provides insight into resources and investments required to achieve the talent needs of the business, focusing on work design, organizational structure and people requirements
  • Functions as an effective member of the business teams
  • Acts as a role model for employees’ growth, development and fair treatment
  • Supports leaders in effectively working with their employees to develop and measure progress against employee development plans, including growth assignments
  • Utilizes capability modeling to identify skills needed in the future and use the information as a guide for development


  • Bachelor’s Degree in human resources management, business or a related field; Master’s degree is preferred
  • 5-7 years of progressive HR experience required, including plant HR experience


  • Proven track record of success in driving engaged organization by creating and implementing HR strategies
  • Proven track record of success in serving as a business partner to other business leaders and driving strong business results
  • Manufacturing experience is strongly preferred 


  • Change Agent: Effectively leads change, action and results. Experienced in leading initiatives through periods of significant change such as growth, restructuring or acquisitions. Capable of executing highly innovative HR programs that help to take the business to the next level of success. Experience in building a high-performance culture that balances results orientation with caring for the individual
  • Business Acumen: Demonstrates understanding of the financials and metrics of the business
  • HR Expertise: Current knowledge of best practice for human resources processes, tools including the areas of performance management, compensation, recruiting, talent development and succession management, for the ownership and implementation by leaders
  • Labor Relations/Employee Relations: Has the ability to coach and mentor employees and leaders through complex employee relations opportunities. Experienced in leading and conducting investigations that mitigates risk for the company and brings resolution for the employee(s). Ability to lead the operations to create a high performing team in both union and non-union facilities.
  • Excellent communication skills (written and oral) to effectively communicate with people across all levels of the organization
  • Coaching skills: Partners with others to assess a situation, create action plans and provide ongoing support to drive increased performance
  • Acts on analysis
  • Engages self and others in learning
  • Inspires and Energize Others
  • Develops People
  • Competitively drives results
  • Collaborates and foster teamwork
  • Thinks Strategically
  • Follows through on commitment and promises


About Owens Corning  

Owens Corning is a global leader in insulation, roofing, and fiberglass composite materials. Its insulation products conserve energy and improve acoustics, fire resistance, and air quality in the spaces where people live, work, and play. Its roofing products and systems enhance curb appeal and protect homes and commercial buildings alike. Its fiberglass composites make thousands of products lighter, stronger, and more durable. Owens Corning provides innovative products and solutions that deliver a material difference to its customers and, ultimately, make the world a better place. The business is global in scope, with operations in 33 countries. It is also human in scale, with approximately 20,000 employees cultivating local and longstanding relationships with customers. Based in Toledo, Ohio, USA, the company posted 2018 sales of $7.1 billion. Founded in 1938, it has been a Fortune 500® company for 64 consecutive years. For more information, please visit

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.

Owens Corning is an equal opportunity employer.

Please note:Applications must be filled out completely—incomplete applications will not be considered. Resumes are welcome, but are not a substitute for completing the application.

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