Sedalia Plant Human Resources Lead

Owens Corning; Sedalia (MO); On-site; USD 70,000 - 90,000; Full time

Job summary

Owens Corning is seeking a Human Resources Lead at the Sedalia Plant to provide strategic HR leadership and drive workforce engagement. The role involves developing HR strategies, managing talent acquisition, and implementing performance management systems.

The ideal candidate will have at least five years of HR experience in a manufacturing environment and a strong background in leading HR initiatives, including safety and talent development.

Qualifications

• Minimum of five years of HR generalist experience, preferably in a unionized manufacturing environment.
• Demonstrated ability to lead results through collaboration and influence.
• Strong capability in attracting, developing, and retaining high-performing talent.

Responsibilities

• Lead and support all safety initiatives, reinforcing a culture where all incidents are preventable.
• Develop and coach people leaders to drive strong performance management and proactive talent development.
• Drive organizational performance by assessing results, identifying gaps, and implementing sustainable solutions.

Skills

HR Generalist experience

Leadership and collaboration

Talent acquisition

HR analytics

Inclusion and Diversity initiatives

Education

Bachelor's degree in business or related field

Master's degree preferred

Job description

Sedalia Plant Human Resources Lead

Location: Sedalia, MO, US, 65301

Function: Human Resources

Audience: Experienced Professional

Work Arrangement: On Site

Requisition ID: 68349

The Sedalia Human Resources (HR) Lead provides strategic HR leadership and serves as a key change agent, driving workforce engagement across all levels of the plant. This role is responsible for developing and executing HR strategies, including TPM Training and Development (T&D), talent acquisition, performance management, and succession planning to support strong business outcomes.

The position reports to the Regional HR Leader, North American Technical Insulation, and oversees one direct report providing HR support to approximately 215 employees.

Responsibilities

Safety

• Lead and support all safety initiatives, reinforcing a culture where all incidents are preventable.
• Establish clear safety objectives that drive zero injuries and losses.
• Communicate safety strategy and performance effectively to engage employees in achieving zero loss outcomes.

Leading and Developing Talent

• Develop and coach people leaders to drive strong performance management and proactive talent development.
• Design and implement an organizational structure aligned to business strategy, ensuring effective staffing through internal and external talent.
• Ensure the organization has the skills, capabilities, and servant‑leadership mindset required for success.
• Build and sustain a strong succession pipeline by attracting, developing, and retaining high‑impact talent.

Executing HR Strategies

• Lead the TPM Training and Development (T&D) Pillar and execute the Plant Talent Strategy in alignment with Division and Corporate objectives.
• Drive organizational performance by assessing results, identifying gaps, and implementing effective, sustainable solutions.
• Leverage HR analytics and workforce insights to improve operational performance, retention, and succession outcomes.
• Champion Inclusion and Diversity through execution of corporate programs and development of plant‑specific initiatives that promote equity and engagement.

Directing Operations

• Lead the TPM Training and Development (T&D) Pillar and execute the Plant Talent Strategy aligned with Division and Corporate objectives.
• Drive organizational performance by assessing results, identifying gaps, and implementing sustainable solutions.
• Utilize HR analytics and workforce insights to improve operational performance, retention, and succession planning.
• Partner with plant leadership to translate workforce data into effective talent and retention strategies.
• Champion Inclusion and Diversity through execution of corporate programs and plant-specific initiatives that promote equity and engagement.
• Ensure alignment and transparency through effective communication with the Regional HR Leader, key stakeholders and peers.
• Serve as the escalation point for employee relations matters by diagnosing root causes and recommending solutions that support business performance and mitigate risk.
• Partner with Corporate Labor Relations to ensure plant labor agreements align with business strategy and objectives.

Job Requirements

Experience

• Minimum of five years of HR generalist experience, preferably in a unionized manufacturing environment.
• Bachelor's degree in business, human resources, or a related field required; Master's degree preferred.
• Demonstrated ability to lead results through collaboration and influence.
• Proven experience developing and executing HR strategy.
• Strong capability in attracting, developing, and retaining high-performing talent.
• Experience in TPM, Training and Development deployment, and/or WorldClass or Lean Manufacturing environments preferred, including leadership of Inclusion and Diversity initiatives that enhance engagement and belonging.

Knowledge, Skills, Abilities, and Other Characteristics

• Demonstrates strong understanding of business financials and performance metrics.
• Effectively advocates for employees while balancing business needs.
• Maintains current knowledge of HR best practices, processes, and tools.
• Exhibits strong problem‑solving and decision‑making capabilities.
• Communicates clearly and effectively, both verbally and in writing, including presentations. Demonstrates a growth mindset with the ability to challenge the status quo.

Equal Opportunity Statement

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.