1. Position Description:Human Resource Business Partner
Effective Date: June 2012
The human resource business partner acts as a key member of a business leadership team and is
accountable for all matters related to human capital while sharing in the overall responsibility for the
delivery of business objectives and goals.
The business partner uses his/her fundamental human resource expertise and knowledge of the
business and employees to identify opportunities and provide human resource solutions that drive
business performance.
Responsibilities:
1. Strategy development and execution
 Contribute to the development of the business goals and strategy as an actively participating
member of the business leadership team
 Build an HR strategy that supports achievement of strategic business objectives and translate the
HR strategy into concrete actions plan and ensure appropriate communication and
implementation
 Understand drivers of change for the business and facilitate design of systems and policies for
managing human capital before, during & after the change
 Lead organization design efforts by defining principles for the creation of new jobs, organizational
structures and changes of the organizational structures. Develop and promote mobility across
business groups to enhance skills and competencies and facilitate alignment of resources
 Utilize Owens Corning and industry best practices associated with talent management:
o performance management
o talent acquisition & on boarding
o succession planning
o retention
o talent development
o coaching leaders and teams
 Contribute to ensuring that effective reward systems are in place to attract, retain, motivate
employees and to ensure they operate effectively and are aligned to the business objectives
Metrics
- Succession Depth
- Partner assessment and feedback
- Organizational charts and operating model
- Standardized HR Processes Fully Implimented – Perf Management; Talent Review; Acquisition;
Development; compensation planning; Onboarding

2. Position Description:Human Resource Business Partner
Effective Date: June 2012
2. Management of HR Operations
 Develop strong relationships and credibility and operates as a trusted advisor and business
partner to the senior business leader and NLT members
 Ensure HR programs, processes, policies, and procedures are aligned with business objectives
and communicate to employees & coordinate implementation
 Continuously improve employee engagement and morale by assessing and tracking trends in
employee behaviors and attitudes, developing action plans and coaching leaders
 Coaches and educates business partners on effective team building and people leadership
behaviors and practices so they are fully capable and accountable to own, improve and
accelerate business results
 Facilitates the assessment of individual employee capabilities through talent reviews, interviews
and assessment tools and provides, with confidence and candor, developmental coaching and
action planning
 Influence organization culture by proactively assessing strengths and weaknesses and
communicating a perspective on opportunities
 Determine the departmental budget and prioritize and allocate resources
Metrics
- People turn over - Regrettable
- Employee engagement results
- Headcount
- Coaching and leadership development plans
3. Human Resource Support and Conflict Resolution
 Anticipate and respond properly to manager / employee / organization needs
 Ensure prompt and consistent solutions to unforeseen yet urgent developments related to human
resources
 Provide counsel and guidance in matters relating to all HR aspects and processes
 Support and assist management in complex employee related decisions
 Anticipate conflicts and facilitate the resolving of political problems in the execution of the
business plans.
 Facilitate alignment at the business partner NLT level.
Metrics
- Business partner NLT performance to goals
- Strategy for minimizing conflict (Communication; Teambuilding; Chartering Team) is defined and
implemented
- Business partner feedback on responsiveness

3. Position Description:Human Resource Business Partner
Effective Date: June 2012
4. Leading and Developing Talent
 Develop the HR team in a way that fosters professional behavior and results orientation.
 Create and maintain a positive working environment and involve HR professionals in OC bigger
picture.
 Participate as an effective member of the HR team of the business unit and regarded by direct
reports and employees of the business as a role model for their growth, development and fair
treatment.
Metrics
- HR plan execution
- Successors identified and development plans established
- Employee feedback
Job Requirements
Experience:
 Leading results effectively/collaboratively through others especially those who do not report directly
in the business and other functions
 Being part of creating and accelerating a high performance organization / function within a large-
scale, multi-site business
 Developing and implementing strategy for a human resources function or another function or
business segment
 Operating across geographic boundaries and cultures
 Attracting, developing and retaining outstanding talent which represents the available talent pool;
developing, growing and retaining talent
 Assessing the environment and successfully identifying opportunities and closing gaps to accelerate
business performance
 Has understanding and experience in incentive process, design and implementation
 Designing organizations aligned with business strategy to accomplish results
 Involved in joint ventures, mergers and acquisitions – due diligence and integration
 Measuring and assessing performance including developing and implementing metrics and
operational reporting
 Bachelor’s degree in business, human resources management or a related field. Master’s degree in
business, human resources or a related field preferred
Skills, Abilities and Personal Characteristics:
 Managing the Business – competes on analytics, creativity, customer driven and operational
planning
 Building and Leading Teams – All about talent, inspiration, performance management, self-
knowledge
 Leads with a clear view of where the organization needs to be in 3-5 years and consistently delivers
day-to-day results to achieve that view
 Change agent: Effectively leads change, action and results

4. Position Description:Human Resource Business Partner
Effective Date: June 2012
 Business acumen: Demonstrates understanding of the financials and metrics of the business; shows
appreciation for, understands and balances the needs of employees with the needs of the business
 Current knowledge of best practice human resources processes and tools including in the areas of
performance management, compensation, recruiting, and talent development and succession
management, for the ownership and implementation by leaders
 Excellent communication – written and oral – including presentation skills
 Customer Orientation: Strong customer-focused inclination
 Intelligent with a Bias for Action – creative, analytical, can synthesize data and multiple points of
view to solutions quickly
 Business Results Oriented/Bias for Action: Highly self motivated, energetic and results driven
 Able to work in ambiguous situations and bring solutions
 Conducts himself/herself with the highest ethical and moral standards