Plant HR Manager, Wilmington:
Corning

18723-en_US
Corning
Wilmington North Carolina
Healthcare
Description

Corning is one of the world’s leading innovators in materials science. For more than 160 years, Corning has applied its unparalleled expertise in specialty glass, ceramics, and optical physics to develop products that have created new industries and transformed people’s lives.

Corning succeeds through sustained investment in R&D, a unique combination of material and process innovation, and close collaboration with customers to solve tough technology challenges.

The global Human Resource (HR) Function provides an integrated talent management system that delivers a workforce that is Corning's competitive differentiator in the global marketplace.

HR provides service offerings that align solutions to business challenges by ensuring the programs are Effective, Efficient, Global, Scaleable, and Repeatable.  Corning’s Values are operationalized by the HR Function through the facilitation of Talent Management offerings, as well as programs and processes that aid in making Corning’s Values visible.

Role Purpose:

  • Ensures plant has the right number and type of talent required to execute plant strategy and achieve desired business results.
  • Ensures plant realizes required levels of employee productivity and performance excellence required to execute plant strategy and achieve desired business results.
  • Ensures plant establishes and maintains a positive work environment and operates as “One Corning” in support of Corning’s Values.
  • Achieves or beats plant budgetary objectives in support of top quartile cost performance objectives while maintaining appropriate levels of HR service delivery.
  • Ensures the successful implementation of HR business processes within the plant.
  • Ensures plant compliance with HR-related legal and regulatory guidelines.
  • Provides HR Leadership for the hourly and salaried workforce.

Key Responsibilities:

  • HR Oversight for a union facility managing the union and the union relationship
  • Build effective relationships within the business, corporate leadership, employees, union and plant staff and with key customers and suppliers where required.
  • Collaborates with HRM OFC, Manufacturing to prioritize current and future talent requirements of the plant which could affect achievement of annual business objectives.
  • Takes actions required to address key talent gaps, ensuring plant has the right people in the right place at the right time.
  • Coordinates with HRM OFC, Manufacturing and partners with plant management to identify and implement targeted division, plant, and individual development plans that address targeted talent gaps in a timely manner.
  • Partners with HRM OFC, Manufacturing and plant management to identify and implement a compelling employee value proposition that enables the client to attract and retain the number and type of talent required to close talent gaps.
  • Effectively deploys talent acquisition process for the plant
  • Supports plant management in effectively deploying performance management and rewards processes/practices to drive required levels of employee accountability for desired performance results and ensure retention of top performers.
  • Manages and mitigates employee issues by ensuring supervisors and leadership are creating an open forum for discussion and resolution of issues.
  • Coaches and counsels plant leadership, managers and HR teams in the development and demonstration of leadership and management practices required to sustain a positive work environment.
  • Takes ownership for HR initiatives to support the effective operations of the organization by developing and or delivering specific programs and processes (learning development, intern pipeline, technician pipeline, technical and supervisory development programs)
  • Resolves employee relations issues in a fair and consistent manner that recognizes employee needs and protects the needs of the plant to operate in an effective and efficient manner.
  • Establishes and maintains a presence on the plant floor to keep a read on the pulse of the organization.
  • Implements appropriate risk management policies and procedures to ensure plant compliance with safety requirements and local, state, and federal employment laws.

Background/Experience:

  • Successful track record of performance in a plant Human Resources role.
  • Experience managing in a union environment/labor-management relations.
  • Experience managing in a manufacturing environment.
  • Work experience (assignment/project participation) in aligning plant leadership around organization direction, design, and governance/decision rights.
  • Knowledge of employment laws and policies; Experience working with labor union;
  • At least 7+ years of HR experience (generalist/specialist combined).
  • Bachelor’s degree in Human Resources, Business, or Organization Development, labor relations or equivalent.
  • Master’s degree in related area and/or HR certifications– a plus.

Required Skills:

  • Developing Direct Reports & Others.
  • Excellent communication and influencing skills using data to support recommendations.
  • Ability to work up, down and across the organization.
  • Experienced in conflict resolution.
  • Capable to working and delivering results in a fast-paced environment with multiple priorities.
  • Customer focus orientation with strong problem solving skills.
  • Interpersonal Savvy.
  • Ability to coach others at various levels of the organization and deliver feedback as appropriate.
  • Adaptable and flexible with ability to drive change management.
  • Capable of being a self-starter and taking initiative with limited direct supervision.

We prohibit discrimination on the basis of  race, color, gender, age, religion, national origin, sexual orientation, gender identity or expression, disability, or veteran status or any other legally protected status.

Basic Qualifications
Requirement