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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
Compliance
Labor Relations
Talent Management
Key Competencies and Attributes
What you will need
To be successful in this position, we are looking for candidates with the following:
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)
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