This document outlines the responsibilities of the Human Resources Leader for the Apeldoorn Plant. The HR Leader is responsible for developing and executing HR strategy, directing HR operations, and leading and developing talent. Key responsibilities include talent management, performance management, employee development, and ensuring compliance. The HR Leader reports to the Plant Leader and European HR Leader and manages 1 direct and 1 indirect report. A minimum of 10-15 years of HR experience is required for the role.

1. Human Resources Leader, Apeldoorn Plant
Effective Date: August 2010 Revision Date: none
Document ID: HR_APLPage 1 of 4
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Created: August 2010
Approved:
Description:
This is a key position on the Plant Leadership Teams, responsible for managing and delivering Human Resources
strategy and tactics in order to improve business results through development and execution of all People and
Leadership processes, including: Talent Management, Performance Management, Employee Development,
Organizational Effectiveness, Labor Relations, Change Management, Diversity, Compensation and Staffing. This
position reports direct into the Plant Leader Apeldoorn and indirect into the European HR Leader.
The HR Leader has responsibility for the management of 1 direct report and 1 indirect report.
Responsibilities:
1. Developing and Executing HR Strategy
• The HR Leader will have responsibility for development and execution of the local resources
strategy, including talent acquisition, talent development, succession planning, growing our people,
performance management, compensation and benefits, and labor / employee relations.
• Facilitates the process to develop and attract the people required to execute the local strategy.
• Improves organizational results by measuring and assessing performance, diagnosing problems,
and implementing solutions.
Metrics
• Talent hired
• Unplanned turnover
• Succession Candidates
• Performance Discussions and Appraisals
• Employee Surveys
• Total Compensation Planning
2. Directing Operations
• Execute talent management strategy to include the performance management system and
assessment.
• Provide effective vision, leadership and direction to the local human resources team to ensure
they are the best in the business.
• Assist people leaders with key communications to engage employees.
• Develop a reputation and operate as a trusted advisor and business partner to the NLT members
and other people leaders, functioning as the expert on people and organizational issues.
Contribute on general business strategy discussions outside of the HR arena.
• Establishes clear “tone at that top” related to OC values, safety, business ethics and the law.
• Knows, coaches, evaluates and teaches My Leadership Accountabilities and the Owens Corning
House.
• Leads safety, quality and engagement to ensure every people leader and employee can engage
and care for others, starting with safety.
• Lead employee and labor relations to ensure consistency and compliance as required to avoid
litigation and third party intervention.

2. Human Resources Leader, Apeldoorn Plant
Effective Date: August 2010 Revision Date: none
Document ID: HR_APLPage 2 of 4
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Created: August 2010
Approved:
• Improves organizational results by measuring and assessing performance, diagnosing
opportunities and implementing solutions.
• Ensure compliance with relevant regulations and requirements pertaining to the management HR.
Metrics
• Talent Review Process
• Talent Management
• Talent Development
• Employee Engagement Results
• Employee Relations Activities
3. Leading and Developing Talent
o Provide insight into resources and investments required to achieve the functional plans, focusing
on work design, organizational structure and people requirements
o Execute the overall OC Human Resources strategy and structure that provides the necessary
talent, skills, diversity and competencies to achieve company goals
o Develop local talent plans consistent with the evolving local operating model
o Utilize competitive intelligence and external benchmarking to identify best practices for HR
programs, policies, and practices
o Understand and respond to changing industry technology trends through strategies associated
with talent sourcing and skill development
o Orchestrate pace and process of change to maintain and enhance organizational and employee
effectiveness
o Close the gap between talent supply and talent demand through effective workforce planning
o Ensure job design where managers are developing higher value internally and utilizing external
global partners to provide the highest level of skills
o Influence leaders to develop and attract the people required to execute the local strategy
o Utilize capability modeling to identify skills needed in the future and use the information as a guide
for development
o Support leaders in effectively working with their employees to develop and measure progress
against employee development plans, including growth assignments
o Teach performance management standards and ensure they are executed and driving business
results.
o Partner in the facilitation of goal alignment and development of position descriptions to ensure
organizational focus and clear expectations of employees.
o Reinforce recognition of high performance throughout the year and reward through compensation.
Metrics
o Strategic talent plan design and execution
o Resource Allocation consistent with local strategy
o Maturity in Strategic Business Capabilities
o Progress on succession talent plan
o Rate of involuntary turnover for poor and marginal performers

3. Human Resources Leader, Apeldoorn Plant
Effective Date: August 2010 Revision Date: none
Document ID: HR_APLPage 3 of 4
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Created: August 2010
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o Talent additions through external recruiting
o Number of turnovers of high performance and high growth talent
4. Leading the Company
• Inspires teamwork across staff functions and other groups to maximize the performance of Owens
Corning and the development of people.
• Is an effective member of the NLT.
• Is regarded by the employees as a role model for their growth, development and fair treatment.
• Communicates local strategy and performance to external customers effectively and engages
them in the vision of the business.
Metrics
• Feedback from direct reports and peers
• Feedback from employee focus groups
• Cost reduction
• Waste elimination
Accountabilities:
• Live the safety stand
• My Leadership accountabilities (Executive level)
Job Requirements
Experience:
A minimum of 10 -15 years experience in HR leadership positions in industry in an international
environment. An undergraduate degree with a HR discipline.
Change and lean management knowledge
Multinational Company experience with sophisticated control systems
Operated in an union environment
Knowledge and Skills:
1. Influencing, and negotiating skills. Has a high level of personal influencing skills that is needed to
manage the industrial relations climate and at the same time build the case for support (resources
etc) at a senior management level.
2. Communications and presentational skills. Often required to present new processes or to lead
any communication both internally and externally.
3. Organizational Capability. Knows how to build a high performing organization
4. Strong legal competence,
5. Good ability to assess people at all level of the organization,
6. Build powerful relationships and networks.

4. Human Resources Leader, Apeldoorn Plant
Effective Date: August 2010 Revision Date: none
Document ID: HR_APLPage 4 of 4
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7. Ability to give feedback and to take decision,
8. Interest in business
Abilities and Personal Characteristics:
1. Drive for results. Action oriented, enthusiastic individual who seeks to achieve results with speed.
2. Trustworthiness. Must have a high degree of integrity in order to meet company standards and
values such that the individual is highly respected by his employees. Seen as a good listener.
3. Change agent. Dissatisfaction with the status quo, constantly challenges himself and his team to
raise the bar on performance.
4. Customer orientation. Has the ability to create valued HR processes to better meet the business
needs,
5. Intellect. Bright individual who can work with a variety of complex situations that require both a
short and longer term focus.
6. Conflict and stress management. Thrives on pressure and able to maintain composure in various
conflict situations.
7. Able to advise pears on legal subjects.