Senior Manager - Human Resources

Where you will work

The Lewiston mill is the original Clearwater Paper manufacturing facility, producing paperboard products and boasting over 700 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. 

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 close to the University of Idaho, Washington State University, Lewis-Clark State College, and several strong K-12 school districts.

What you will do

This role provides HR support and consultation within our Lewiston, Idaho manufacturing location.  As a strategic business partner to the Plant Manager, this role has key focus areas including driving business goals and capabilities to deliver site operational and strategic objectives, supporting and coaching the operations leadership team in developing the organization, partnering as a strategic change agent across multiple sites within the manufacturing site and building relations within the operations leadership team. As a key member of the leadership team, this role will act as a liaison between departments performing a variety of human resources responsibilities inclusive of strategic collaboration and partnership to foster positive employee relations, organization, career, and personal development. Reporting to the Sr HR Manager is a Human Resources Business Partner and HR Specialist. This position is both strategic and action-oriented, influencing the direction of a critical manufacturing site with a commitment to continuous improvement.

Human Resources Partnership

• Collaborative business partner to managers and supervisors at the site, providing subject matter advice and coaching as appropriate across all aspects of human resources processes
• Partner with Plant Manager & Operations Leadership Team in the development and execution of performance management, career and individual development as well as 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, fair, and consistent manner
• Provide proactive guidance and counsel to the business on employee relations matters, coordinating legal activity with Corporate Legal and outside counsel
• 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

Organizational Effectiveness

• Actively engage with Talent Acquisition partners, department managers, and hiring managers to ensure TA and onboarding processes for site and KPIs are meeting the expectations of the organization; collaborate with Talent Acquisition partners on a strategy to develop diverse (hourly and salaried) talent pipelines to meet both short- and long-term needs across the organization
• Collaborate with leadership team to optimize organization design to achieve business objectives inclusive of but not limited to operations key performance, productivity, customer service, and quality objectives
• Collaborate with the leadership team in identifying opportunities for employee engagement, and work collectively to preserve positive employee relationships in the union facility.
• Collaborate, support, and deliver organizational transformation and training initiatives ranging from front-line to leadership development programs

Talent & Organizational Development

• Coach and support the Plant Manager and Operations Leadership team in the execution of the company lead Talent Management Life Cycle inclusive of Performance Management, Merit Planning, Succession Planning, etc.
• Collaborate with the HR Director to assist with the identification, prioritization, and development of human resource programs, policies, and learning and development activities aligned with business strategies
• Coach assigned client groups on the execution of company annual compliance requirements (Training, AAPs); support the execution of national training; identify and develop location needs; collaborate with HR Director for support

Labor Relations

• Partner with the Labor Relations Director and team to negotiate, interpret, and administer collective bargaining agreement(s) across the site.
• Maintain a working knowledge of union agreements and monitor for compliance with NLRA and other applicable laws
• Investigate unfair labor practices when necessary, facilitate and administer the bargaining process, mediate workplace conflict, and prepare disciplinary actions, grievances, and arbitrations in partnership with the Labor Relations team.
• Build and maintain relations with labor unions and union leadership

Key Competencies & Attributes 

• Demonstrated ability to lead in a matrixed and highly collaborative environment to influence change and core processes
• 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 look toward the future for opportunities to innovate and improve
• Self-motivated with a strong ability and confidence to operate with autonomy, gaining and keeping organization stakeholder alignment
• Ability to gather data, analyze and interpret data, and set action plans based on the analysis (i.e Turnover root cause analysis)
• Ability to evaluate and provide input into organization development; collaborating with business leaders to bring about individual and departmental growth
• Understanding of change management and ability to apply change management concepts and tools
• Ability to manage projects and interface directly with multiple stakeholders
• Strong verbal and written communication skills and ability to effectively communicate at all levels
• Demonstrated ability to understand the organizational impact in decision making; see the big picture and distill it into action plans
• Ability to maintain a high level of confidentiality.
• Able to think strategically and act tactically; hands-on

What you will need

• Bachelor’s Degree in Human Resources, Labor Relations, Business Administration, or related field required; Master’s Degree preferred
• 7 years of increasing human resources experience and accountabilities within a manufacturing environment- multi-site or complex site strongly preferred
• Union manufacturing experience support required
• SHRM- CP/SCP preferred but not required
• Continuous Improvement certification (Six Sigma) is 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 environment.
• Demonstrated understanding of employment and labor 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, and PowerPoint.
• Experience with HRIS systems (Time & Attendance, LMS, ATS, etc.) preferred
• Able to think strategically and act tactically.
• Office environment; with limited exposure to manufacturing production mill environment—hot, dusty, humid, noisy, various environmental exposures
• Able to comply with required personal protective equipment (PPE) and uphold all safety regulations in the mill environment
• Some eye fatigue due to computer use and sitting for extended periods
• Less than 10% domestic travel

Total Rewards Detail:
We prioritize an exceptional workplace experience, offering a comprehensive total reward package. This position is eligible for our Incentive Plan. Compensation ranges are estimates based on market data.  Actual offers account for internal equity and the candidate’s job-related knowledge, skills, education, and experience. Benefits, including medical, dental, vision, and more, generally begin after 30 days. Our paid time off includes vacation days, personal flex days, and company holidays. For more on our compensation philosophy, please contact our Talent Acquisition Team at Talent.Acquisition@clearwaterpaper.com.

Clearwater Paper does not offer sponsorship for employment-based visa status (including, but not limited to, H-1B visa status and other employment-based nonimmigrant visas) for this position.  Accordingly, all applicants must be currently authorized to work in the United States on a full-time basis and will not require Clearwater Paper's sponsorship to continue to work legally in the United States.