HRLDP Specialist

Sccope of Position

Early-in-career Track: The purpose of the HRLDP is to provide early-in-career professionals with a foundational competency base in various facets of HR.

Corning's Human Resources Leadership Development Program (HRLDP) is a special initiative focused on developing the company's future HR leaders. Unlike typical HR rotational programs, the HRLDP is crafted to mold you into a leader by providing a broad perspective of Corning's global business segments through various roles and tasks. The journey intertwines your individual career aspirations with the business objectives of Corning. This design allows you to venture into different areas of HR early in your career with Corning, enabling you to establish a wide network and gain extensive organizational knowledge. To ensure comprehensive development, the program offers a range of enriching experiences. These include initial onboarding workshops, sessions with mentors and coaches, training in leadership and functional skills, and the chance to interact and learn from business leaders throughout the company.

The HR Leadership Development Program is a three-year program consisting of three rotational assignments, with a key focus on Business Unit HR (BUHR) generalist assignments and plant-based HR support, complemented with assignments within Corning HR’s Center of Excellence (COE) groups. BUHR assignment(s) will place participants in generalist roles supporting a Business, Plant, and/or Corporate Function, providing both strategic and operational support to the HR leader while building strong business partnership capabilities in manufacturing and plant environments. COE assignment(s) may include experience in Talent Management (i.e., Staffing, Talent Planning), Compensation & Benefits, Employee Relations, and/or Operations & Analytics.

Key Responsibilities

Business Unit HR (BUHR) Specialist
1. Effectively deploying hiring processes
2. Educating plant leadership on union contracts and local and state employment law to ensure compliance with contracts and applicable personnel management laws
3. Managing and mitigating employee grievances by ensuring supervisors and leadership are creating an open forum for discussion and resolution of plant issues
4. Coaching and counseling Business/Plant management in development and demonstration of leadership and management practices required to establish and maintain a positive work environment
5. Resolving employee relations issues in a fair and consistent manner that protects the needs of the Business/Plant to operate in an effective and efficient manner
6. Taking ownership for specific HR initiatives that support the effective operations of the organization by developing and/or delivering HR programs (e.g., attendance tracking, training, communications)
7. Tracking and documenting employment issues and requests (e.g., FMLA, workers compensation) as required for procedural and legislative purposes
8. Implementing appropriate risk management policies and procedures to ensure Business/Plant compliance with safety requirements and local, state, and federal employment laws

COE Specialist

1. Implementing COE programs / processes / policies in compliance with current legal and regulatory policies and assesses them to determine the extent to which they support Corning Values and positive work environment
2. Researching external market practices to identify opportunities for continuous improvement to better meet corporate, business, function, and employee needs
3. Gathering and analyzing data on the performance and impact of COE programs / processes / policies, highlighting areas of concern or improvement, and creating reports and presentations as requested to ensure achievement of targeted results
4. Recommending areas for standardization of COE programs / processes / policies, as appropriate, to reduce complexity of administration and associated costs
5. Collaborating with BUHR partners and other COEs to leverage their expertise to expedite integration of business-relevant COE programs / processes / policies / systems
6. Interacting with vendors per service level agreement, as needed, to maximize delivery of outsourced services

Requirements

• 3-year commitment to the rotational program
• Mobility within the U.S. for annual rotation
• Master’s degree in ILR/HRM
• May consider Bachelor’s degree in Human Resources, Business, Organization Development or equivalent

Competencies Needed

• Persuasion and influence
• Organizational agility
• HR Service orientation
• Technological savviness
• Consultative problem solving
• Project management
• Risk management
• Collaboration and networking
• Employee experience management

Preferred Background/ Experience

• Work experience in manufacturing or other front-line setting (HR or non-HR)
• Skill in collecting, analyzing and using of data to improve a process/product
• Experience in deployment of HR business processes or programs
• Knowledge of employment laws and policies