Requisition Number: 79686
The company built on breakthroughs. Join us.
Corning is one of the world’s leading innovators in glass, ceramic, and materials science. From the depths of the ocean to the farthest reaches of space, our technologies push the boundaries of what’s possible.
How do we do this? With our people. They break through limitations and expectations – not once in a career, but every day. They help move our company, and the world, forward.
At Corning, there are endless possibilities for making an impact. You can help connect the unconnected, drive the future of automobiles, transform at-home entertainment, and ensure the delivery of lifesaving medicines. And so much more.
Come break through with us.
Corning’s businesses are ever-evolving to best serve our customers, industries, and consumers. Today, we accelerate and transform life sciences, mobile consumer electronics, optical communications, display, automotive, and solar markets. We are changing the world with:
- Trusted products that accelerate drug discovery, development, and delivery to save lives
- Damage-resistant cover glass to enhance the devices that keep us connected
- Optical fiber, wireless technologies, and connectivity solutions to carry information and ideas at the speed of light
- Precision glass for advanced displays to deliver richer experiences
- Auto glass and ceramics to drive cleaner, safer, and smarter transportation
- Solar polysilicon, wafers, and innovative photovoltaic modules, enabling low-cost solar energy solutions
Role Purpose
Core purpose: leads the people and organizational change behind HR’s evolving operating model, processes, technologies and AI-enabled ways of working, turning priorities into practical strategies that embed new behaviors and deliver sustained business value. Key partnerships: HR leadership, HRBPs, COEs, HR Operations, Communications and Digital & IT; assesses impacts on work, roles, capabilities, decision-making and employee experience. Building adaptability: creates repeatable change frameworks and tools, equips leaders to reinforce change, and uses data and feedback to address barriers. AI and workforce readiness: prepares the workforce for human-AI collaboration, new skills and redesigned workflows; enables responsible AI adoption. Measuring success: sustained behavior change, workforce proficiency, operational effectiveness and measurable business value, not just initial adoption. Leadership approach: leads through influence rather than formal authority in a matrixed HR environment; needs sound judgment, senior-leader credibility and the ability to turn competing perspectives into coordinated action.
Key Responsibilities
- Identifies and prioritizes current and future talent requirements of the client which could affect achievement of client group operational objectives
- Partners with Division HR Manager/Director and client 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
- Partners with Division HR Manager/Director 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 group to identify and implement targeted client 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 Division HR Manager/Director, 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
- Effectively deploys HR shared service delivery model in support of HR transformational goals and required levels of client support
- Collaborates closely with the Region HR Manager/Director and Division HR Manager/Directors to ensure standardization across regions and divisions and ensure that the type and level of services fully support achievement of division business objectives
- Coaches client management in development and implementation of required programs and processes to establish and maintain a positive work environment
Experiences/Education - Required
- Bachelors degree in Human Resources, Business, Organization Development or Labor Relations or equivalent qualification/experience
Experiences/Education - Desired
- At least 5-8 years of HR experience (generalist/specialist) or equivalent
- Master’s degree in related area and/or HR certifications
- Successful track record of performance in a Plant HR Manager role (e.g., plant HRM)
- First line supervision/experience
- Work experience supporting multiple business divisions
- Work experience (assignment/project participation) in aligning client group leadership around organization direction, design, and governance/decision rights
- PE Greenbelt certification
- 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 - new business/product start up or expansion and mature business optimization
- Proficient in verbal and written English language skills
This position does not support immigration sponsorship.
The range for this position is $146,264.00 - $201,113.00 assuming full time status. Starting pay for the successful applicant is dependent on a variety of job-related factors, including but not limited to geographic location, market demands, experience, training, and education.
A job that shapes a life.
Corning offers you the total package.
Your well-being is our priority. Our compensation and benefits package supports your health and wellness, financial aspirations, and career from day one.
- Company-wide bonuses and long-term incentives align with key business results and ensure you are rewarded when the company performs well. When Corning wins, we all win.
- As part of our commitment to your financial well-being, we provide a 100% company-paid pension benefit with fixed contributions that grow throughout your career. Combined with matching contributions to your 401(k) savings plan, Corning’s total contributions to your retirement accounts can reach between 7% and 12% of your pay, depending on your age and years of service.
- Our health and well-being benefits include medical, dental, vision, paid parental leave, family building support, fitness, company-paid life insurance, disability, disease management programs, paid time off, and an Employee Assistance Program (EAP) to support you and your family.
- Getting paid for our work is important, but feeling appreciated and recognized for those contributions motivates us much more. That’s why Corning offers a recognition program to celebrate successes and reward colleagues who make exceptional contributions.
We prohibit discrimination on the basis of race, color, gender, age, religion, national origin, sexual orientation, gender identity or expression, disability, veteran status or any other legally protected status.
Corning is committed to providing equal employment opportunities and considers requests for reasonable accommodations in accordance with applicable laws. Individuals with disabilities or sincerely held religious beliefs may request reasonable accommodations to participate in the application or interview process, perform essential job functions, or access other benefits and privileges of employment. To submit a request for reasonable accommodation related to disability or religion, please contact us at accommodations@corning.com.
