Clearwater Paper Corporation

Sr Human Resources Manager

Req No.
2022-5610
Location : Location
US-ID-Lewiston
Category
Human Resources

Purpose

Clearwater Paper (NYSE: CLW) is a publicly held company and a premier supplier of private brand tissue to major retailers, including grocery, drug, mass merchants and discount stores. In addition, the company produces bleached paperboard used by quality-conscious printers and packaging converters, and offers services that include custom sheeting, slitting, and cutting. Clearwater Paper's employees build shareholder value by developing strong relationships through quality and service. Working at Clearwater Paper provides an opportunity to enrich your career through challenging and meaningful work and ongoing training and development—all in a supportive environment. We know our success depends on your success. 

Key Accountabilities & Responsibilities

This role serves as the leader of the HR Team in Clearwater Paper’s 700+ employee solid bleached sulphate paperboard and pulping facility and directly leads 1-3 HR Professionals This position is part of a 5 person HR/Payroll team leading business and union mill operations for a 1,200+ person worksite.  A key business partner for the Mill Manager and senior members of the mill operations and leadership team, the Sr. HR Manager’s key focus areas include but are not limited to supporting the organizational health and effectiveness efforts of the site, coaching leadership on talent development and organizational health to deliver company operational and strategic objectives, supporting a culture of diversity and inclusion and providing business and employee perspectives to the corporate HR team.  In addition, this position is responsible for managing the labor relations with 4 distinct collective bargaining groups; and building relations among key stakeholders both within the bargaining groups and among the operations leadership teams. 

 

 

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.  

Strategy

  • 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 insuring 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 & 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  

 

Education/Experience

  • 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 

Skills/Abilities

  • 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   

Illustrative Essential Functions

  • 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%) 

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