Vice President, Inclusion & Diversity Location(s): Toledo, OH, US, 43659-0001 Function: Human Resources Audience: Experienced Professional Work Arrangement: On Site Requisition ID: 62214 Corporate Inclusion and Diversity stands at a critical time in history, and Owens Corning has a unique opportunity for a strong leader to help define our future. The company's I&D Center of Excellence is five years into a commitment to building and growing an inclusive environment, attracting the best talent in the world, developing our talent equitably, and advancing our critical . The VP of I&D will need to bring additive expertise and experience to the role and is a trusted advisor and collaborative partner with the executive team and functional and business leaders globally. This role champions a work environment where we develop inclusive leaders, foster a sense of belonging, and strengthen workplace practices for 19,000 employees who are inspired to bring their authentic selves to work for a thriving company. This position will create and execute I&D strategies that ultimately enable our enterprise strategy anddriveour strategic and operational objectives. As you continue reading through the priorities and responsibilities below, know that embedded within them are the four values that are core expectations of all OC employees: Caring, Curious, Collaborative, and Committed. We believe living those values is fundamental to how we build a true culture of appreciation. Reporting: This position reports tothe Chief Human Resources Officer and is amember of HR leadership team. Span of Control: Three direct reports JOB PRIORITIES The following are focus priorities over the next three years: Engage all business and functional leaders in partnership to support, champion, and grow their commitment and accountability for I&D. Embed I&D talent practices to enable step change improvement in reach, access, and experience of our underrepresented talent related to recruitment, employee development and career growth. Create scale through effective management systems and use of resources; leverage HR COE, dedicated business diversity leaders, diversity councils, and ERGs (affinity groups) to drive impact, coordinate priorities and choices, advise on issues, execute initiatives, and contribute to organizational communications. Expand inclusion and appreciation training all the way through to manufacturing and primary employees. Partner with Sales and Operations functions to develop strategy to increase representation. RESPONBILITIES Elevate Leader Accountability Create and communicate an inspiring vision and strategy to enlist leaders' commitment. Collaborate with leaders to keep a pulse on business conditions, leverage data to identify gaps where I&D intervention is needed, and approach solutions in ways that resonate. Provide leadership coaching to improve engagement, commitment, and to promote continuous learning. Stay informed on external practices and emerging trends in I&D to use in leading the function, consulting with leaders, and influencing future strategies. Define clear goals and metrics, including management and communication systems, to monitor progress and enable leader accountability. Strengthen Workplace Practices Collaborate with functional partners to create policies and practices that promote and support I&D; including but not limited to recruitment, hiring, program nomination, performance evaluation, compensation, benefits, facilities / workspaces, etc. (ensure compliance with applicable laws and Busine