Vice President, Human Resources - Roofing

Vice President, Human Resources - Roofing Toledo, OH Job Details 1 day ago Qualifications Succession planning Master's degree in business administration Managerial strategic planning Strategic management Organization design Automation Talent management Improving operational efficiency Digital transformation Team development Talent pipeline development Mergers & acquisitions Bachelor's degree Team management Decision making Mentoring Data analytics Presentation creation Manufacturing Employee engagement Senior level AI Master of Business Administration Leadership Manufacturing company experience Strategic thinking in HR leadership Senior leadership 10 years Full Job Description Location(s): Toledo, OH, US, 43659-0001

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Human Resources Audience:

Experienced Professional Work Arrangement:

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68497 JOB SUMMARY The Vice President, Human Resources is a core member of the $4.5B Roofing business leadership team and an enterprise leader for Owens Corning. This role serves as a strategic driver of people and culture strategies that enable growth, transformation, and sustained performance. In addition, this role will be a critical member of the Chief Administrative Officer's People and Culture leadership team. The VP, HR leads with an enterprise mindset, partnering with senior leaders to translate business strategy into actionable talent, organizational, and capability priorities. The role ensures HR is not only a catalyst, but a competitive advantage, leveraging technology, analytics, and modern ways of working to deliver measurable business impact while fostering a high‑performance, inclusive culture aligned with Owens Corning values.

JOB REQUIREMENTS

Enterprise Leadership & Strategic Impact Lead the enterprise, influencing priorities beyond the HR function and leveraging enterprise capabilities to drive company success. This role will be a sponsor and champion of enterprise talent strategies. Serve as a trusted advisor to the Roofing President and executive leadership team, shaping decisions related to organizational design, workforce strategy, and talent investment. Translate enterprise and business strategy into bold, executable people strategies that maximize performance and long-term value. Make high‑quality, timely decisions in complex and ambiguous environments, balancing risk, speed, and enterprise impact. Strategic HR Business Partnership Act as the primary architect of HR strategy for the Roofing business, ensuring alignment with enterprise priorities and business objectives. Embed HR Business Partners deeply within the business, setting clear expectations for proactive, insight-driven partnership. Use data, analytics, and external perspective to inform workforce planning, succession, and capability decisions. Talent Acceleration & Leadership Development Serve as a talent accelerator , building high-performing teams and strengthening leadership capability across the business and enterprise. Own and advance leadership development, succession planning, and talent pipeline strategies to ensure readiness for current and future roles. Actively mentor, sponsor, and develop senior leaders and HR talent, creating a legacy of enterprise leadership. Culture, Inclusion & Values Leadership Champion Owens Corning's values by modeling integrity, accountability, and consistency between words and actions. Advance an inclusive, high‑trust culture that unlocks the strengths and potential of a diverse workforce. Partner across the enterprise to foster collaboration, engagement, and a strong safety and well‑being culture. HR Modernization & Technology Enablement Lead the transformation of HR through technology, automation, AI, and advanced analytics, driving new ways of working and improved decision-making. Champion digital platforms that enhance employee experience, operational efficiency, and HR service delivery. Continuously seek external benchmarks and innovative practices to modernize the HR function and elevate enterprise impact

QUALIFICATIONS

10+ years of progressive HR experience in manufacturing-based or complex operating environments, including 3+ years in executive leadership roles at organizations with $2B+ in revenue. Experience across multiple HR disciplines, including HR business partnership and talent management, with 5+ years leading large, complex teams. Board-level engagement experience, including preparation and presentation of strategic talent and organizational materials. Key contributor or decision-maker in M&A activity. Demonstrated success operating in global, matrixed organizations across geographies and cultures. Bachelor's degree required; MBA or advanced credentials strongly preferred.