Labor Relations Leader

PURPOSE OF THE JOB

The Leader, Labor Relations is responsible for developing and implementing employee and labor relations strategies which create and maintain an environment that delivers desired business results, increases employee engagement, and creates competitive advantage for Owens Corning.  This position provides broad leadership and advises senior business leaders on all matters related to labor relations across all businesses in the United States.  This roles works directly with Business Unit and Plant Leadership, Human Resources Leaders and Union Leadership.

Reports To: Director, Labor Relations 

Span of Control: No direct reports

JOB RESPONSIBILITIES

Developing and implementing Employee and Labor Relations strategies which deliver a competitive advantage for OC

• Monitor and leverage external trends, competitive information, business conditions, laws and practices in employee and labor relations
• Comprehend and translate business strategies and outcomes into employee and labor relations strategies which deliver business results through improved safety, performance/productivity, and employee engagement.

Leading collective bargaining as the Company’s chief spokesperson in the negotiation, implementation and administration of competitive and cost effective labor agreements across all business units.

• Develop and align with business and plant leaders on negotiation goals and    parameters.
• Negotiate collective bargaining agreements which deliver desired results.
• Develop post negotiation plans and ensure that negotiated changes are fully implemented.
• Coach plant leaders on effective administration of collective bargaining agreements and resolution of labor relations issues.
• Conduct grievance administration at the corporate level, including acting as the Company’s advocate in arbitration and NLRB proceedings to uphold the integrity of labor agreements and ensure compliance with all applicable labor laws and regulations.

Developing Manufacturing and HR Leaders

• Partner with Manufacturing VP’s, Business HR Leaders, and Plant leadership to increase people capability in manufacturing operations through development of plant leaders.
• Coach Business and Plant Leaders in labor relations trends, issues and techniques to promote positive labor relations.
• Develop and deliver labor relations training for HR professionals that improves their skills and enhances their performance.

Assess, build and sustain great work environments which improve business results and provide competitive advantage

• Maintain self-representation in non-union facilities and strengthen relationships  with employees and union leaders in organized facilities
• Develop and deliver training for plant leaders that helps to maintain our non-union status
• Communicate and leverage best practices across OC facilities

JOB REQUIREMENTS

MINIMUM QUALIFICATIONS:

• Expertise in labor and employee relations including 5 years previous experience as chief spokesperson in collective bargaining negotiations in a large manufacturing company
• Bachelor’s degree in Business Administration or Human Resources is required. A  Master’s Degree in Labor Relations/HR or JD is a plus
• Fluency in Spanish is a plus
• Industry background is open with a preference for exposure across multiple plants and unions and business/HR models

KNOWLEDGE, SKILLS & ABILITIES:

• Leads Change. Has the ability to translate business objectives into employee and labor relations strategies and plans, engage and enroll others, and implement change which delivers desired business results.
• Develops others. Has a broad external business perspective with expertise in employee and labor relations and proven ability to build teams and develop leaders.
• Increases engagement of employees and union leadership through the contract negotiation process and other interactions.
• Builds work environments. ​​​​​​​Has the ability to evaluate and improve work processes and programs such as talent development, compensation and benefits, policies and procedures, waste elimination, safety, customer satisfaction, and communication
• Leadership.  Leads with a decision making approach which balances analytical reasoning, creativity, judgment, team ideas and personal experiences.  Handles complex matters, with multiple initiatives going on simultaneously. Is able to deal effectively with strategic issues, as well as tactical operational details.
• Customer Orientation. Leads from an outside-in perspective based on senior management, competitor and market realities.
• Operates with high integrity and develops strategic relationships.  Is trusted by business and union leaders to do only the “right thing” for the business, employees, and others. Follows a balanced approach without compromising integrity.
• Results Oriented.  Energetic, resourceful, with strong service orientation and positive can-do attitude. Fully committed to the job and to delivering outstanding work. Never satisfied with status-quo, continually striving for excellence. Enjoys working hands-on.
• Change Agent.  Comfortable designing for the future, while managing day-to-day employee and labor relations matters. Able to anticipate risks and propose practical plans to mitigate them.

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.