HR Leader, Science & Technology

Owens Corning; Granville Township (OH); On-site; USD 170,000 - 210,000; Full time

Job summary

Owens Corning is seeking an HR Leader, Science & Technology to partner with R&D leadership and drive talent and organization strategies across the Roofing and Insulation research ecosystems. Based in Granville Science & Technology, you will influence senior leaders and help build a high-performing, innovative workforce.

You will shape workforce planning, leadership development, succession, and change management to enable near-term results and long-term growth, while maintaining strong governance

Qualifications

• Bachelor's degree or higher in HR, business administration, organizational development, or related field.
• 5+ years of progressive HR generalist/HRBP experience in plant, business, or corporate settings.
• Experience partnering with senior leaders to drive people strategies and business performance.

Responsibilities

• Drive HR strategy and organizational effectiveness for R&D leaders and teams.
• Act as strategic partner to senior leaders, providing data-driven insights and talent solutions.
• Lead talent development, succession planning, and workforce planning across geography and functions.
• Coach leaders to strengthen organizational capability, leadership effectiveness, and accountability.

Skills

Strategic thinking

Coaching & consulting

HR governance & processes

Stakeholder management

Change leadership

Learning agility

AI-powered tools

Education

Bachelor's degree in HR/Business/Org Development

Tools

AI-powered tools

Job description

PURPOSE OF THE JOB

The HR Leader, Science & Technology serves as the strategic human resources partner to Owens Corning's Roofing and Insulation Research & Development organizations, helping accelerate innovation through people, leadership, and organizational effectiveness. As a trusted partner to senior business leaders, this role shapes and executes talent and organization strategies that enable the delivery of business priorities, strengthen technical and leadership capabilities, build a high performing team, and drive a culture of innovation across the organization.

This position partners closely with leaders across R&D teams to drive workforce planning, organizational design, leadership effectiveness, succession planning, talent development, and change leadership. The HR Leader combines deep business acumen with strategic HR expertise to anticipate future talent and capability needs, influence decision-making, and ensure the organization is positioned to deliver both near-term results and long-term growth.

Reports to: HR Director, Science & Technology
Span of control: No direct reports; indirect leadership and influence across partner groups
Location: Granville Science & Technology

Job Responsibilities

HR Strategy and Organizational Effectiveness

• Partner with R&D leaders to translate business and innovation strategies into actionable people and organization plans.
• Assess organizational effectiveness and recommend solutions that improve agility, collaboration, decision‑making, and execution.
• Utilize workforce analytics and insights to identify trends, diagnose opportunities, and drive data‑informed talent decisions.
• Champion talent mobility and development strategies that strengthen technical expertise, leadership pipelines, and employee growth.

Strategic Business Partnership

• Serve as a member of the Business R&D leadership teams, providing strategic counsel on talent, organization, culture, and business performance.
• Challenge thinking, influence decisions, and provide candid, data‑driven perspectives that improve business outcomes.
• Coach leaders to strengthen organizational capability, leadership effectiveness, and accountability.
• Partner across the broader Science & Technology organization, HR Centers of Excellence, and business functions to drive enterprise‑aligned solutions and consistency.

Talent Management & Development

• Create talent strategies that put the right people in the right roles to achieve business objectives.
• Lead succession planning, talent reviews, leadership assessments, and workforce planning.
• Execute differentiated performance management and compensation.
• Fill open positions with speed and capable talent, using the right mix of internal promotions and external recruitment.

Job Requirements

Minimum Qualifications

• Bachelor’s degree in human resources, business administration, organizational development, or related field
• 5 plus years of progressive HR generalist, HR business partner, or related experience in a plant, business, or corporate environment.
• Experience partnering with senior leaders, driving people strategies that improve business performance.

Preferred Experience

• Implementing talent management, succession planning, and organizational effectiveness strategies.
• Accelerating a high‑performance organization or function within a large‑scale, multi‑site business.
• Operating across geographic boundaries and cross‑functional leadership environments.
• Attracting, developing, and retaining outstanding, talent representative of the available talent pool.
• Supporting mergers, acquisitions, integrations, or large‑scale transformation initiatives.
• Knowledge of compensation and incentive plan design and administration.

Knowledge, Skills, And Abilities

• Strong strategic thinking and business acumen, connecting talent strategies to business outcomes.
• Exceptional coaching, consulting, and influencing skills, with high emotional intelligence.
• Strong talent assessment, organizational diagnostic, and core HR capabilities (performance management, compensation, talent development, succession planning).
• Build credible relationships at all levels and achieve results fast, individually and through teams.
• Effective change leadership, stakeholder management, and analytical skills that translate data into action.
• High learning agility and adaptability; committed to ethics, integrity, safety, inclusion, and continuous improvement.
• Leverage AI‑powered tools to support decision‑making, optimize routine tasks, and review outputs for accuracy and relevance.

About Owens Corning

Owens Corning is a branded building products leader with three complementary market‑leading businesses providing roofing, insulation, and doors primarily for residential markets in North America and Europe. The company operates with an integrated go‑to‑market strategy and a unique set of OC Advantages™ – including its iconic brand, unparalleled commercial strength, leading technology, and winning cost position – to help customers win and grow in the market. Owens Corning is committed to helping build better and achieve more through winning partnerships, leading performance, and engaging people. Founded in 1938 and headquartered in Toledo, Ohio, Owens Corning is listed on the New York Stock Exchange (NYSE: OC). For more information, visit www.owenscorning.com.

Owens Corning is an equal opportunity employer. Except in limited circumstances such as formal apprenticeship programs, Owens Corning does not employ anyone under the age of 18.