Requisition Number: 41815

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.

Role scope:

Provide overall HR leadership for the HR function in the Asia region.                                                

Role Purpose:

• Provides functional HR leadership
  • has the right number and type of talent required to execute business strategy and achieve desired results;
  • realizes required levels of employee productivity and performance excellence required to execute business strategy and achieve desired results;
• Ensures all locations establish and maintain a positive work environment and operate as “One Corning” in support of Corning’s Values across the region;
• Assists in achieving or beating budgetary objectives in support of top quartile performance objectives while maintaining appropriate level of HR service delivery;
• Scales the type and level of HR service provided to client groups in anticipation of the specific needs of the business portfolio and in conjunction with the business strategy;
• Ensures successful implementation of global HR business processes and statutory compliance across the function in Asia. 

Key Responsibilities:

• Identifies and prioritizes current and future talent requirements which could affect achievement of functional objectives
• Partners with regional functional leaders and business team to identify and implement a compelling employee value proposition that enables them to attract and retain the number and type of talent required to close talent gaps
• Ensures statutory compliance and HR process standardization across the region
• Partners with HR Directors to take actions required to address talent gaps, ensuring the division has the right people in the right place at the right time
• Partners with client groups to identify and implement targeted group and individual development plans that address targeted talent gaps in a timely manner
• Effectively deploys performance management and rewards processes/practices within client group to drive required levels of employee accountability for desired performance results and ensure retention of top performers
• Holds client managers and leaders accountable for establishing and maintaining positive work environment
• In partnership with HR Directors, identifies the client group’s human capital priorities over the next one to two years and the type and level of support required from HR to effectively address these priorities
• Supports the deployment of corporate HR strategy
• Collaborates closely with HR Directors/Managers across Corning’s businesses to ensure standardization and ensure that the type and level of services fully support achievement of business objectives
• Coaches client management in development and implementation of required programs and processes to establish and maintain a positive work environment

Performance Metrics:

• Achievement of client groups’ stated performance results (cost, quality, delivery, productivity)
• Client feedback
• Timely placement of qualified candidates for key client group jobs (time to fill)
• Climate Survey Results:
• Degree to which employees perceive they are being supported in their professional development;
• Succession plan hit rate for key client group jobs
• Key player retention – Achieve Targeted Percent retention rate of key talent
• People Review – completion of defined talent management actions within stated time frames
• Performance against HR budget
• Performance against agreed objectives

Competencies (knowledge, skills and behaviors):

• Developing Direct Reports & Others
• Interpersonal Savvy
• Self Development
• Business Acumen
• Organizational Agility
• Problem Solving
• HR Service Orientation (BUHR)

Experiences/Education:

Required

• Bachelor degree with HR specialization
• At least 5 years of HR experience (generalist/specialist)
• Successful track record of performance in a corporate HR Consultant/Manager role with an MNC
• Successful track record in the deployment of global HR business processes or programs
• Work experience in designing and implementing effective organization structures and work processes that improve client group ability to achieve desired results
• Work across national borders
• Proficient in verbal and written English language skills

Employee Referral Level: 2