Clearwater Paper Corporation

Human Resources Director

Req No.
2017-3175
US-WA-Spokane
Category
Human Resources

Overview

Clearwater Paper manufactures quality consumer tissue, away-from-home tissue, parent roll tissue, bleached paperboard and pulp at manufacturing facilities across the nation. The Company is a premier supplier of private label tissue to major retailers and wholesale distributors, including grocery, drug, mass merchants and discount stores. In addition, the Company produces bleached paperboard used by quality-conscious printers and packaging converters. Clearwater Paper's employees build shareholder value by developing strong customer partnerships through quality and service.

 

At Clearwater Paper, we have made it a priority to build a clearly defined workplace culture that is consistent companywide. Key aspects of our culture include:

  • Clear Values.  We embrace and practice integrity, openness and candor; environmental responsibility; a commitment to quality; and a focus on customers.
  • Continuous improvement. We believe there are always opportunities to raise the bar and get better.  We engage our employees in improving both the business and their performance.
  • Performance driven. We are focused on winning together and on delivering results.

Our customers’ success and our success requires everyone to do their part, whether we are finding new ways to be profitable or reducing our environmental footprint.  If you are looking for teamwork, a sense of purpose, and a leading company that is growing fast, we are looking for you.

Responsibilities

Clearwater Paper Corporation (NYSE: CLW) is a $1.8B manufacturer of quality consumer tissue, away from home tissue, parent roll tissue, bleached paperboard and pulp at its 11 manufacturing and converting locations across the nation. The Human Resource Director for Clearwater Paper’s Consumer Products Business Unit (CP) is a member of the HR Leadership Team reporting directly to the SVP of Human Resources; directly supports 4 tissue producing/converting facilities throughout the United States. The HRD leads a team of 4 mill based direct report HR professionals and 7 indirect reports supporting a 1,300 person organization generating approx. $1M in revenue.  As the strategic business partner to the Senior Vice President and General Manager this position will collaborate to deliver Clearwater Paper’s strategic and operational objectives.  A Leader and Doer role, the HRD is responsible for leading and executing all aspects of human capital management in the CP business ranging from Talent Management and Development to Employee and Labor Relations Management to Compensation and Benefits. As part of the HR Leadership team (HRLT) this role will also collaborate with the HRLT to influence and execute our Human Resources Framework.

 

Strategic Leadership:

  • Collaborate with CPD leadership team to ensure HR objectives and strategy are aligned with strategic and operational business objectives positioning the business to deliver financial objectives and customer value through quality and service
  • Provide leadership through understanding of key financial, operational business metrics and monitoring shifting trends to remain competitive within industry; develop countermeasures to respond to shifting market conditions
  • Ensure leadership culture and coaching for performance success is cascaded throughout the business; demonstrating behaviors consistent with company values of Character, Collaboration, Communication, and Commitment
  • Change management leader with strong emphasis on operations and productivity improvements  
  • Act as key leader in collaboration with corporate staff in any Business Unit reorganization, workforce reduction, acquisition or divestiture

Employee Relations/Labor Leadership:

  • Coach HR and senior leadership team to develop and implement employee and labor relations strategies consistent with Clearwater Paper Values; comply with legal requirements (CBA) and promote positive employee relations
  • Coordinate and monitor all compensations, benefit, talent systems and practices are applied consistently within corporate guidelines, CBAs and are applied in a firm fair consistent manner across multiple sites
  • Provide proactive guidance and counsel to business and HR leaders on employee/labor relations matters; coordinating legal activity with Corporate Legal and outside counsel as necessary
  • Preserve union free settings in non-represented facilities; provide subject matter advise and coaching to employees and managers as appropriate

Talent & Organizational Leadership:

 

  • Advise and assist the field HR operations team in problem solving, developing and implementing human resources programs, policies and activities throughout BU fostering consistency with business strategies
  • Lead the execution and operationalization of Talent Management programs; proactively coach CP leadership team to assess and develop robust plans for Talent Acquisition and Talent Development plans for business leadership, sales and marketing and mill operations (Succession Planning, Individual Development Plans, Performance Managements, Employee Engagement, Talent Acquisition)
  • Develop HR Team (Direct and Indirect Reports) ensuring execution of Talent Management programs (performance accountabilities, individual development, career development)
  • Actively engage with Talent Acquisition Partner and hiring managers to ensure KPIs for talent acquisition are meeting expectations of the organization; collaborates with Talent Acquisition Director/Partner on strategy to develop diverse talent pipelines for both short and medium term needs across the business.
  • Coach CP organization to ensure execution of CLW annual compliance requirements; support national training (i.e. Competency, Interviewer); identify and develop BU needs and collaborate with HRLT for support

Qualifications

Education & Experience:

  • Bachelor’s Degree in Human Resources, Labor Relations, Business Administration or related field required; Master’s Degree preferred
  • 12-15 years of increasing experience manufacturing environment leading multi-site businesses; experience supporting both Union and Non Union
  • Minimum of 7+ years of leading and developing HR Teams and organizations
  • Business Acquisition/Divestiture experience required to include HR systems integration
  • SHRM- CP/SCP preferred but not required

SKills & Abilities:

  • Strong understanding of critical financial business metrics; ability to develop and leverage HR metrics to drive data based decision making
  • Demonstrated ability to lead in a matrixed and highly collaborative environment to influence and drive HR strategies and core processes
  • Demonstrated abilities to identify and lead process improvement initiatives functionally and organizationally applying Six Sigma, Lean, Kaizen methodologies and change management
  • Exceptional communication skills (written and verbal); leading and presenting complex materials for various audiences
  • Current knowledge and proficiency with MS Office suite
  • Demonstrated experience in leading a diverse team of HR professionals – setting vision, strategy, tactics, and delivery.
  • Able to think strategically and act tactically
  • Demonstrated strong change management skills

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