CLEARWATER PAPER CORP Looking for Sr Human Resources Manager at Lewiston, Maine Full Time

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Where you will work
The Lewiston mill is the largest of Clearwater Paper’s facilities, producing both paperboard and tissue product, and boasting over 1200 talented employees. Approximately two hours away from Clearwater Paper’s headquarters in Spokane, Washington, the Lewiston paper mill is a key component in Clearwater Paper’s business strategy. This location offers employees an opportunity to learn both sides of the business while influencing key business decisions and outcomes.

Located on the border of Idaho and Washington, Lewiston provides a host of opportunities for those who love the outdoors including fishing, boating, camping, and skiing. There are several social and civic opportunities to participate in including Boys & Girls Club, Twin County United Way, Lewis Clark Partners Habitat for Humanity, and more. Clearwater Paper values involvement with the community and the partnerships created as a result. Lewiston is in close proximity to the University of Idaho, Washington State University, and Lewis-Clark State College, as well as several strong K-12 school districts.

What you will do

This role serves as the leader of the HR Team in Clearwater Paper’s Lewiston, Idaho Mill. With over 700 employees in the paperboard and pulping facility, this leader directly manages a team of up to 3 HR Professionals including Specialists, Payroll, and HR Business Partners. Some of the key focus areas of this position include coaching leadership, talent development, supporting a culture of diversity and inclusion and providing business and employee perspectives to the corporate HR team. This position is also responsible for managing the labor relations with four distinct collective bargaining groups.

Leadership

• Lead team of HR and Payroll professionals; focusing on building individual and team functional expertise and business acumen. 
• Provide clear leadership through understanding of key financial and operational business metrics and monitoring shifting trends to remain competitive within industry. 
• Advise and assist the HR team in problem solving and with business strategies, fostering collaboration among the site team and company HR Community. 
• Ensure leadership culture and coaching for performance success is cascaded throughout the mill, demonstrating behaviors consistent with company values of Character, Collaboration, Communication, Courage and Commitment 
• Provide subject matter expert advice and coaching to employees and managers where appropriate. 
• Partner with the worksite’s HR professionals to develop cohesive and consistent HR processes.
• Strategic partner with mill leadership team to accomplish business objectives by helping build organizational health and effectiveness capabilities. 
• Develop succession and talent management strategies that include enhancing leadership behaviors, organizational structures, technical skills and knowledge that support the site’s long-term objectives.
• Develop DE&I strategies for the site and support their execution.
• Integrate and implement HR value-added elements of Company multiyear strategic plans. 
• Change management champion and leader with strong emphasis on operations and productivity improvements through continuous process improvement implementations. 

Compliance

• Coordinate and monitor all compensation and benefit systems and practices, ensuring they are within corporate guidelines and Collective Bargaining Agreements (CBAs). 
• Ensure the facility is following the state and federal laws and regulations relating to human resources. Coordinate responses to any complaint or charge. 
• Coordinate all human resources related legal activity with Corporate Legal and outside counsel as necessary. 

Labor Relations

• Provide day to day leadership serving as a resource and point of contact to management and employees on issues that arise by consistently interpreting, applying and administering company policies and labor contracts. 
• Develop and maintain strong working relationships with various labor unions. 
• Primary point of contact for bargaining unit(s) and operations leadership. 
• Facilitate decisions ensuring consistent interpretation and application of collective bargaining agreements, including timely resolution of employee complaints and grievances. 
• Ensure the appropriate steps to be taken to correct unacceptable employee behavior in a firm, fair and consistent manner 
• Responsible for ensuring managers and supervisors are trained in and understand the CBA(s) and all processes around managing a union workforce; coach leadership and management team to proactively manage complaints to minimize labor disputes. 

Talent Management

• Collaborate with site senior leadership team on Talent Management programs (Succession Planning, Personal & Location Development, Performance Management, Talent Acquisition, Employee Engagement, etc). 
• Utilize and reinforce following established talent acquisition process and tools in order to provide and develop the diverse talent pipeline for both the short and medium-term needs across the Mill while managing costs and improving time to fill; collaborates with Talent Acquisition Partner on strategy for targeted roles. 
• Ensure organization talent movement including transfers, promotions, terminations, and compensation adjustments are aligned with guidelines and processed in a timely manner

Key Competencies and Attributes

• Confidence in dealing with ambiguity; bringing different perspectives to light and rallying others to aligned goals and objectives
• High degree of business curiosity; quick learner with a proactive and agile mindset 
• Optimistically looks toward future for opportunities to innovate and improve 
• Exceptional communication skills (written and verbal); leading and presenting complex materials for various audiences 
• Demonstrated experience in influencing across diverse team – creating a vision, strategy, gaining alignment, developing plans and tactics to ensure delivery 
• Demonstrated strong change management skills; aligning and bringing others along- act to improve culture, process, products
• Demonstrated ability to understand the organizational impact in decision making; see the big picture and distil it into action plans
• Ability to operate with a high degree of autonomy while ensuring alignment across multiple stakeholders, self-starter with ability and desire to collaborate with teams

What you will need
To be successful in this position, we are looking for candidates with the following:

• Bachelor’s Degree required preferably in Human Resources, Labor Relations, or related field. 
• 7 years of progressive experience in Human Resources preferably in manufacturing environment 
• 5 years HR leadership to include managing direct reports. 
• Experience with labor relations preferred 
• Experience delivering results in a matrixed environment preferred 
• PHR/SPHR certification preferred 
• Demonstrated ability to work with a variety of people, mediate, persuade, and influence managers at all levels with solid conflict resolution skills. 
• Solid understanding of critical financial business drivers and situational awareness in complex manufacturing environments. 
• Ability to identify and lead process improvement initiatives both functionally and operationally by applying Six Sigma, Lean, Kaizen methodologies and change management 
• Office environment; with exposure to mill environment—hot, dusty, humid, noisy 
• Some eye fatigue due to computer terminal use 
• Sitting for extended periods of time 
• Some domestic travel required (Less than 10%) 

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)