Job Description
Vice President, Inclusion & Diversity
Location(s):
Toledo, OH, US, 43659-0001
Function:
Human Resources
Audience:
Experienced Professional
Work Arrangement:
On Site
Requisition ID:
62214
Corporate Inclusion and Diversity stands at a critical time in history, and Owens Corning has a unique opportunity for a strong leader to help define our future.
The company's I&D Center of Excellence is five years into a commitment to building and growing an inclusive environment, attracting the best talent in the world, developing our talent equitably, and advancing our critical .
The VP of I&D will need to bring additive expertise and experience to the role and is a trusted advisor and collaborative partner with the executive team and functional and business leaders globally. This role champions a work environment where we develop inclusive leaders, foster a sense of belonging, and strengthen workplace practices for 19,000 employees who are inspired to bring their authentic selves to work for a thriving company. This position will create and execute I&D strategies that ultimately enable our enterprise strategy anddriveour strategic and operational objectives.
As you continue reading through the priorities and responsibilities below, know that embedded within them are the four values that are core expectations of all OC employees: Caring, Curious, Collaborative, and Committed. We believe living those values is fundamental to how we build a true culture of appreciation.
Reporting: This position reports tothe Chief Human Resources Officer and is amember of HR leadership team.
Span of Control: Three direct reports
JOB PRIORITIES
The following are focus priorities over the next three years:
Engage all business and functional leaders in partnership to support, champion, and grow their commitment and accountability for I&D.
Embed I&D talent practices to enable step change improvement in reach, access, and experience of our underrepresented talent related to recruitment, employee development and career growth.
Create scale through effective management systems and use of resources; leverage HR COE, dedicated business diversity leaders, diversity councils, and ERGs (affinity groups) to drive impact, coordinate priorities and choices, advise on issues, execute initiatives, and contribute to organizational communications.
Expand inclusion and appreciation training all the way through to manufacturing and primary employees.
Partner with Sales and Operations functions to develop strategy to increase representation.
RESPONBILITIES
Elevate Leader Accountability
Create and communicate an inspiring vision and strategy to enlist leaders' commitment.
Collaborate with leaders to keep a pulse on business conditions, leverage data to identify gaps where I&D intervention is needed, and approach solutions in ways that resonate.
Provide leadership coaching to improve engagement, commitment, and to promote continuous learning.
Stay informed on external practices and emerging trends in I&D to use in leading the function, consulting with leaders, and influencing future strategies.
Define clear goals and metrics, including management and communication systems, to monitor progress and enable leader accountability.
Strengthen Workplace Practices
Collaborate with functional partners to create policies and practices that promote and support I&D; including but not limited to recruitment, hiring, program nomination, performance evaluation, compensation, benefits, facilities / workspaces, etc. (ensure compliance with applicable laws and Business Code of Conduct).
Monitor external best practices to ensure we act as a market-leader in a global environment.
Provide curated training/education on I&D topics for targeted audiences.
Foster Belonging Across the Enterprise (Globally, Salaried and Primary)
Lead cultural change by connecting with employees, learning about their experiences, and surfacing areas of need in a way that compels action.
Engage in proactive two-way communication that builds trust and alignment internally and strengthens partnerships and reputation externally.
Support and oversee employee resource groups and other forums as needed to provide space for employees to collaborate and develop a productive sense of belonging.
CRITICAL EXPERIENCES & EXPERTISE
Leadership Experience
Demonstrated success in leading large scale transformation end to end (vision, plan, buy in, execution).
Experience developing a high performing team and management systems with measurable outcomes.
Ability to engage deeply with the business to understand talent needs.
Influencing skills at C-Suite and Board of Directors level.
Leadership experience that works with HR COEs and manages through the Talent Lifecycle, L&D.
Functional Experience
Thought leadership in the field of I&D through internal and external engagement.
Understanding the impact of I&D on Business/Operations.
Track record of influencing stakeholders in the space of I&D.
Sector Experience
Manufacturing industry with hourly population
Global experience
KNOWLEDGE, SKILLS, AND ABILITIES
Change Management. Able to form a vision and plan, influence stakeholders, and cause different behaviors and practices in a large-scale global business environment.
Working Horizontally.Ability to collaborate and get work done across functions, businesses, and geographies within a matrixed environment.
Connection. Builds rapport easily, sees needs of others, invests time in coaching/developing others.
Drive for Results. Prioritizes time and resources in the best way to achieve the best results, while operating ethically and holding self and others accountable.
Resilience. Comfortable with ambiguity and learning from mistakes, not easily deterred or distracted by setbacks or change in direction.
Communication. Cleary convey the right information to the right people through the best mode possible in a way that engages and inspires.
I&D Acumen. Knowledge of theory, history, and practice related to serving and leading a diverse global population
Business Acumen.Knowledge of how a company and its customers make money, factors contributing to these outcomes and how to impact them
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About Owens Corning
Owens Corning is a global building and construction materials leader committed to building a sustainable future through material innovation. Our three integrated businesses - Composites, Insulation, and Roofing - 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 approximately 19,000 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 2022 sales of $9.8 billion. For more information, visit.
Owens Corning is an equal opportunity employer.
