The Human Resources Manager for the Corinth Mill will provide strategic leadership to create a cultural shift that emphasizes employee engagement, quality, safety and effective continuous improvement implementation to drive a highly productive workforce. In addition, this role will have responsibility for leading HR initiatives to deliver transformation and ongoing continuous improvement to our work practices and team leader leadership capabilities. This role is the primary HR Business Partner to the Corinth Mill Manager, Mill Leadership Team, Team Leaders, and employees. The role serves as a key advisor to the leaders on issues involving people, and policies supported by robust measurement and evaluation. The HR Manager is seen as the expert on managing people challenges, with a key focus on talent, performance, and change. The HR Manager will apply expertise in various areas including performance management, employee relations, lean manufacturing, organizational development, leadership development and project management to enhance business effectiveness. Additionally, this role will collaborate with HR colleagues in North America and corporate HR experts to implement and execute the strategic K-C people and culture agenda.
Scope: Reports to the GNW HR Leader. Counsels team leaders and all levels of the organization on the administration and interpretation of K-C and Corinth policies. Provides advice and counsel on all corrective actions. Serves as the first point of contact on all outside legal issues. In addition, this role will take ownership of key change initiatives to continue the journey of inclusion and engagement for the LaGrange facility.
Direct Reports: 1 HR Administrator Plant population of approximately 200 K-C employees
•Excellent communication, analytical thinking, breakthrough thinking & facilitating relationships comprising of different levels of employees and leaders.
•Manage Key people-related projects aligned to business leaders across talent, culture, capability building, leadership development and organizational performance
•Diagnose and/or deliver change projects aligned to the HR and business agenda
•Lead employee relations in a way that achieves corporate and site objectives through the communication, implementation and promotion of World Class Manufacturing values, vision, mission and foundations.
•Lead and execute the site talent strategy which includes Talent Acquisition, Inclusion & Diversity strategy, Workforce Planning, Organizational Effectiveness, Retention and Recognition Planning & Coaching for leader development.
•Analyze and interpret data to build HR/Workforce Strategy to attract, develop, lead and retain talent to enable delivery of the business priorities and goals.
•Support major annual HR Processes (Performance & Rewards process, Employee Benefits, Compensation reviews, Restructuring processes, Immigration, Employee Relations, etc)
Lead transition people-related activities to self-service and HR Service centers for execution of transaction and routine tasks
In conjunction with the continuous improvement teams, support training programs which serve to improve technical problem solving, leadership, and organizational skills.
•May need to own a key HR deliverable across North America Qualifications:
•Bachelor’s degree in HR or related discipline.
•2 years’ experience as HR generalist with specific HR functional knowledge, manufacturing/industrial environment preferred
• 5 years’ experience in a HR Business Partner/HR Manager role supporting a small business unit or function, delivering on a customized HR strategy aligned to the unique needs of the workforce.
• 2 years’ experience and demonstrated capability in problem solving, conflict resolution and leading change
• Experience with and strong understanding of key HR processes such as: recruitment, objective setting, performance management, talent management, rewards, annual pay processes, recognition, setting metrics, and/or analyses
• Experience working with data to create insight and diagnose future talent risks and opportunities
Kimberly-Clark makes the essentials for a better life with well-known brands that matter every day – at home, school, work and on the go. Throughout our 148 years, we have challenged conventional wisdom to innovate products that better meet the needs of consumers. We have created new categories with top brands like Kleenex®, and redefined categories with Huggies® and U by Kotex®. While growing our $18+ billion global business, we help build careers through collaborative teams that push boundaries and endless opportunities to work with some of the world’s most recognized brands. Our 43,000 employees are changing the world for the better, too, generously giving back to communities and causes around the globe.
The statements above are intended to describe the general nature and level of work performed by employees assigned to this classification. Statements are not intended to be construed as an exhaustive list of all duties, responsibilities and skills required for this position.
For Kimberly-Clark to grow and prosper, we must be an inclusive organization that applies the diverse experiences and passions of its team members to brands that make life better for people all around the world. We actively seek to build a workforce that reflects the experiences of our consumers. When you bring your original thinking to Kimberly-Clark, you fuel the continued success of our enterprise. We are a committed equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability status, protected veteran status, sexual orientation, gender identity, age, pregnancy, genetic information, citizenship status, or any other characteristic protected by law.
With an inclusive culture, our employees – and the original thinking they bring to Kimberly-Clark – make us stronger. EOE disability/vet.
K-C requires that an employee have authorization to work in the country in which the role is based. In the event an applicant does not have current work authorization, K-C will determine, in its sole discretion, whether to sponsor an individual for work authorization. However, based on immigration requirements, not all roles are suitable for sponsorship.
Global VISA and Relocation Specifications: