Clearwater Paper Corporation

  • HR Business Partner I

    Req No.
    Location : Location
    Human Resources
  • Overview

    Clearwater Paper Corporation (NYSE: CLW) is a $1.8B company that manufactures quality consumer tissue, away from home tissue, parent role tissue, bleached paperboard and pulp at its 11 manufacturing and converting locations across the nation. This role is responsible for providing HR support and consultation within corporate functions (Finance, Information Technology, Legal & EHS and Human Resources).  Acts as a liaison between departments performing a variety of human resources responsibilities that may include recruiting, selection, and staffing, employment and personnel documentation, job evaluation, compensation, and benefits. Under general direction of Corporate Functions and Organization Effectiveness HR Director, provide employee relations support. Identify and participate in human resource policy and program development in partnership with human resource staff.


    Human Resources Partnership

    • Functions as a business partner to managers and supervisors within assigned client groups, providing subject matter advice and coaching as appropriate across all aspects of human resources processes
    • Collaborate with and coach assigned client groups to develop and implement positive employee relations strategies consistent with company core values; comply with legal requirements and promote positive employee relations
    • Coordinate and monitor all compensation, benefit, talent systems and practices to ensure consistent application within corporate guidelines in a firm and fair manner
    • Provide proactive guidance and counsel to business on employee relations matters; coordinating legal activity with Corporate Legal and outside counsel
    • Collaborate with assigned client groups; champion employee engagement action plans in response to employee engagement survey; proactively develop and monitor employee engagement action plans and key indicators of employee engagement (i.e., turnover, internal movement, etc)
    • Manages performance management for assigned employees; coaches and supports functional leaders in addressing performance issues and employee relations issues promptly. Address performance & employee relations issues promptly
    • Serve as change management partner to businesses with emphasis on process improvement  

    Organizational Effectiveness

    • Actively engage with Talent Acquisition Partners and hiring managers to ensure TA and onboarding processes for Spokane-based teams and KPIs are meeting expectations of the organization; collaborates with Talent Acquisition Partners on strategy to develop diverse talent pipelines to meet both short- and medium-term needs across the organization
    • Collaborates with assigned client groups to optimize organizational design to achieve business objectives through quality and service
    • Regularly update competency-based development resources guides featuring no cost/low cost development resources for self-directed employee development opportunities; promote opportunities across the company

    Talent & Organizational Development

    • Collaborate with HR Director providing voice of functions to assist with identification, prioritization and development for human resource programs, policies and learning and development activities aligned with business strategies
    • Coordinate vendor management and expenditures for companywide non-technical training (DDI, CEB, etc.)
    • Provide LMS (DES) reporting support for companywide training
    • Coach assigned client groups on execution of company annual compliance requirements; support the execution of national training (i.e. Competency, Interview); identify and develop location needs; collaborate with HR Director for support
    • Support training initiatives for corporate strategic projects as assigned




    • Bachelor’s Degree in Human Resources, Labor Relations or related field required, or equivalent experience
    • Minimum three (3) years of experience in performing wide range of HR generalist duties
    • Minimum one (1) year of training and development, training vendor management experience desired, but not required
    • Manufacturing experience, labor experience, and work in a non-union environment is preferred
    • SHRM- CP/SCP or PHR preferred, but not required


    • Demonstrated ability to work with a variety of people, mediate, persuade, and influence managers at all levels
    • Must have a solid understanding of the business and the environment they operate in
    • Demonstrated understanding of employment law
    • Strong verbal and written communication skills and ability to effectively communicate with all levels of employees
    • Ability to maintain a high level of confidentiality
    • Intermediate skill level in the use of MS Office: Word, Excel, Outlook, PowerPoint
    • Experience with HRIS systems (Time & Attendance, LMS, ATS etc)
    • Able to think strategically and act tactical
    • Demonstrated change management skills



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