西安招聘

Description:

 

The Plant HR & Admin Manager provides human resource and business leadership to the Guangzhou site and advises the Plant Leaders on all matters related to human capital. This is a key position on the Plant Leadership Teams, responsible for developing, managing and executing HR strategy to improve business results. The HR & Admin Manager is an effective change agent, and a positive force in the effectiveness and engagement of the workforce. The HR & Admin Manager will focus on the people side of change including changes to business processes, job roles and organization structures.

 

The position directly reports to Building Material HR Manager

 

The Plant HR & Admin Manager develops an excellent relationship with all employees, including union representatives to maximize workforce flexibility within the boundaries in plant. This position will also have some cross plants accountability as well in support of the China operation HR team.

 

Responsibilities:

 

1.     Safety 

• Lead, support and communicate Owens Corning’s stand on safety helping create a culture where employees live & own an environment where all accidents are preventable, and safety is everyone’s responsibility. 
• Communicating “working safely” is a condition of employment at Owens Corning.
• Incorporate the safety stand and culture into all people and business based activities.

 

2.  Customers

Continuously elevates the customer perspective by knowing our products and manufacturing processes. The HR & Admin Manager applies this knowledge to successfully influence leaders and employees to make business decisions leading to customer wins. 

 

3.  Leading, Developing and Executing HR Strategies as a full owner in development and execution of:

• The plant business strategy and plant operation plans for their assigned locations.

• The HR strategy for the plant in alignment with the business strategy and operations plans.
• The HR strategy will include the following and will utilize “best practice” to ensure outside-in thinking:

·         Talent Development          ·       Talent Acquisition

·         Succession Planning          ·       Growing & Development of our People

·         Change management                        ·       Diversity

·         Performance Management                       ·       Compensation and Benefits Policies and Plans

·         Labor Relations and Employee Relations

 

4.  Delivers HR Functional Excellence, working closely with the Plant Leader, Leadership teams and employees.

Provides support and leads delivery in all areas of plant employee life cycle including: 

• Recruiting & integration/on boarding for all plant salaried and primary staff positions
• Ensuring plants are compliant with Labor Law and Owens Corning Policy/Practice regarding record retention for employee information and payroll execution/recordkeeping.
• All compliance and execution related to Compensation and benefits plans for plant
• Maintaining regular month/quarterly/annual reporting on people activities (headcount, turnover, etc.) or as requested by Plant Leader and Function.
• Building and maintaining a good working relationship with the union and interpreting and adhering to the union contract, minimizing grievances while maximizing flexibility within the set boundaries.

 

5.     Directing Operations

Develops a reputation and operates as a trusted advisor and business partner to the Plant Leader and Plant NLT members. Is a key player in general operations strategy discussions in all areas of plant performance.

Coaches leaders up, down and across the organization with confidence and candor consistent with The Owens Corning Leadership Capabilities, The Owens Corning House, and OC Guiding Principles.

Coaches and educates leaders so they are fully capable and accountable to own, improve and accelerate business results by:

• Executing differentiated performance management and compensation;
• Improving assessment, selection, development and retention of best talent.
• Creating the right work environment to ensure a safe, engaged and productive employee base.

Leading through contemporary and effective change management practices.

Assesses team performance and facilitates interventions proactively.

Creates and implements optimal organization design and structure to enable the strategy.

Co-leads with Corporate Labor Relations to ensure labor agreements support a lean work system.

Ensures compliance with relevant regulations and requirements pertaining to the management of HR to minimize risk and exposure to the company.

 

6.     Leading and Developing Talent 

• Designs the plant structure to create “complete” jobs with strong accountability and development opportunities.
• Leads, coaches and teaches leaders to create an environment where talent is developed through effective performance management and talent evaluation systems.
• Effectively creates and fills openings with competent people using the appropriate mix of internal promotions and external recruitment to satisfy near-term performance, longer-term succession needs and to ensure the organization has the necessary outstanding talent.
• Invests in growth and development of their direct reports and other identified talent in their organization. Engages in personal development.

 

7.    Admin

•  Provides wide range of day-to-day administrative support in plant, to which including vendors and contracts management, office furniture and equipments management, meeting planning and logistics support, etc,.

 

Job Requirements

Education:

• Bachelor’s degree in business, human resources management, a related field or commensurate experience.   Masters degree a plus.

 

Experience:

• 10 years HR experience in a manufacturing environment.
• 3+ years in Human Resources leadership role.
• Working in union and non-union manufacturing environment.
• Leading results effectively/collaboratively through others especially those who do not report directly in the business and other functions.
• Attracting, developing and retaining outstanding talent which represents the diversity of the available talent pool.
• Implementing successful employee relations strategies and post contract work redesign.
• Assessing the environment and successfully identifying opportunities and closing gaps to accelerate business performance. 
• Designing or contributing to designing organizations aligned with business strategy to accomplish results.
• Developing communications strategies and plans to build engagement.
• Measuring and assessing performance including developing and implementing.
• metrics and operational reporting.

 

Knowledge and Skills:

• Broad and deep working knowledge of labor law, policy and practice.
• Building and leading teams - All about talent, inspiration, performance management, self-knowledge.
• Coaching – ability to coach for performance & growth, up and down the organization.
• Strategic thinking and execution: Thinks strategically and executes strategic directions, with a lens towards creativity and innovation. Leads with a clear view of where the organization needs to be in 3-5 years and consistently delivers day-to-day results to achieve that view.
• Change Management - Effectively leads change, action and results.
• Business acumen - Demonstrates 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.
• Current professional knowledge - of best practice human resources processes and tools including in the areas of performance management, compensation, recruiting, and talent development and succession management, for the ownership and implementation by leaders.
• Working knowledge of Compensation and Payroll procedures and processes for salaried and hourly employees.
• Excellent communicator - written and oral, including presentation skills.
• Matrix master - Has the ability and confidence to work with senior executives across a highly-matrixed organization to drive solutions that result in impactful, measurable results.  

 

Abilities and Personal Characteristics:

• Ability to establish and build relationships - engages and cares for others, starting with safety.
• Achieves results fast, individually and through teams – can synthesize data and multiple points of view quickly and creatively to arrive at balanced solutions.
• Strong bias for action. 
• Customers – a bias for understanding customer needs; ability to engage employees to customer needs.
• External awareness of business, employee and labor environment trends.
• Willingness to take risks on business and personal level, growing from failure and celebrating success.
• Enjoy working with individuals and in teams .
• Demonstrates high learning agility and continually strives to learn, grow and improve.
• Ability to understand, translate & communicate business results to employees.
• Demonstrates an ability to teach and help others grow.
• Conducts himself/herself with the highest ethical and moral standards
• Sit for extended periods of time & at times work extended hours when dealing with negotiations or employee issues.

欧文斯科宁(NYSE:OC)致力于保温材料，屋面系统和玻璃纤维复合材料的开发、生产和销售，
- 面向全球，以人为本
- 欧文斯科宁利用自身在材料、制造、和建筑科学方面的丰富经验与技术专长开发节能的产品和系统、提高商业和住宅楼宇的舒适性，在该领域处于市场领先水平。在复合材料领域，凭借其玻璃增强工艺，让成千上万的产品变得更轻、更坚固、更经久耐用。
- 欧文斯可能总部设在俄亥俄州的托莱多市，2021年销售额达85亿美元，在33个国家拥有员工约20,000名，已连续67年入选《财富》500强。
- 欧文斯科宁亚太区总部位于中国上海，在包括中国、印度、韩国、日本及东南亚在内的各个国家、地区都设有工厂、销售办事处及覆盖广泛的分销网络, 员工总数超过5000人。