Regional Human Resources Manager

Description

The Regional Human Resources Manager is a leader of the human resources function for our Texas region facilities (Fort Worth, Houston,and Amarillo). This role leads a team of HR Business Partners to strategically delivery value for an employee population of 175+ in the areas of talent acquisition, talent development, employee relations, project leadership, compensation, workforce planning, and community engagement. Delivers thought partnership to achieve business objectives while ensuring compliance with all federal, country, state, and local statutes and regulations. Develops strategies and tactics to improve employee engagement and advance a values-driven culture.

This position is based in our Fort Worth, Texas facility, and reports to the Vice President Human Resources, Packaging with dotted line reporting to the Texas Region General Manager.

DUTIES AND RESPONSIBILITIES

• Provide strategic business partner leadership for assigned region leadership team. Leads team through the development and execution of best practices, processes, policies, and procedures to address complex and acute issues. Identifies continuous improvement opportunities, builds gap closure plans, and partners with business to manage change through implementation.
• Oversees region HR team through talent sourcing and acquisition activities. Maintains overall coordination of the region recruiting, hiring, placement, training, development, and promotion activities to ensure all legal requirements and organizational talent objectives are met or exceeded. Advances diversity, equity, and inclusion practices throughout the business.
• Provides performance management guidance to regional leaders (coaching, corrective action, performance management, talent development, and discipline) and builds capabilities in teams to deliver according to standard. Where gaps exist, leverage data and best practices to drive continuous improvement in process, capabilities, tools, and systems.
• Oversees successful planning and execution of people processes in the areas of goal setting, performance management, compensation / merit, discipline, talent planning, talent development, benefits administration, and talent acquisition. Develops methods to improve processes, tools, and delivery in partnership with enterprise HR team
• Develops team abilities to conduct thorough, objective, and timely investigations. Coaches team on process and ensures decision making aligns with enterprise HR expectations. Partners with divisional HR leadership to address complex employee relations issues. Catalogues trends, themes, and data for employee relations matters and drives strategic solution development for trends.
• Leads and / or participate in local, regional, and divisional people projects; ensures project charter development, delegation of workstream responsibilities, and delivery of project outcomes according to project timeline and quality expectations. Acts as a change leader, owning change management workstream to secure project success
• In partnership with LDI Compensation, oversees salary structures for region facilities. Leads cyclical market analysis for front-line production. Counsels senior leaders through compensation decisions offers, transfers, market adjustments, and promotional recommendations. Ensures HR team utilizes compensation best practices and operates with enterprise Delegation of Authority.
• Oversees strategic workforce planning for assigned area by partnering with the business to evaluate needs and organizational structure. Provides thought partnership, analysis, and recommendations to influence organizational design. Ensures comprehensive sourcing strategy is deployed through team to attract talent. Utilizes technology, best practices, resources, and innovative sourcing practices to expand sourcing pool and improve apply-to-offer and apply-to-start metrics.
• Support leaders of site Community Action Team. Collaborates with team through development of annual calendars for community engagement, ensures thoughtful planning and execution of events, and champions participation to set and achieve participation, engagement, and donation goals.
• In partnership with site leadership teams, builds annual calendars for employee engagement events, and takes an active role in leading employee events. Integrates enterprise employee engagement programs and best practices to drive employee engagement. Conducts annual employee engagement survey, analyzes data, and communicates results. Leads site through development and execution of action plans to address opportunities.
• Owns region HCM data governance, policies, and procedures. Ensures regular audits of site data and that preventative measures established to reduce data errors and downstream impacts. Aligns site data with division and / or enterprise data governance standards.
• Performs ad hoc reporting and analysis needs for site. Proactively partners with leaders to gather business requirements related to reporting needs and develops report portfolio to ensure data is shared according to expectations and expected timelines. Provides additional insight and interpretation of data to inform and influence strategies.
• Support health, safety, and environment initiatives and programs and facilitate a safe and healthy culture.
• Other duties, as assigned.

REQUIRED EDUCATION, EXPERIENCE AND SKILLS

• Bachelors' degree in Human Resources, Labor Relations, or similar discipline and 7+ years HR Business Partner / HR Generalist experience OR and equivalent combination of education and experience
• 3+ years' experience leading human resources professionals
• Strong knowledge of human resources policies and practices including ability to develop / recommend policies, to interpret and apply policies consistently in context of total problem resolution.
• Working knowledge of employment and labor laws and their implications. Knowledge of compensation programs, including salary program design and related federal and state regulations.
• Analytical and problem-solving experience, with the ability to see hidden problems and look beyond the obvious for answers, uses data to make decisions
• Experience with conflict management and influence - can bring others together and align forward
• Solid interpersonal, verbal and presentation skills with the ability and passion to engage with others authentically, establish trust, build long-lasting relationships - influence at all levels
• Experienced organizational and time management skills; multi-tasking and prioritizing, planning work activities efficiently to meet deadlines and high-level goals; managing multiple projects simultaneously
• Proficient in Microsoft Office products, including Word, Excel, PowerPoint and Outlook

PREFERRED EDUCATION, EXPERIENCE AND SKILLS

• Masters' degree in Human Resources and / or Industrial & Labor Relations
• PHR / SPHR or SHRM-CP / SRHM-SCP certification strongly preferred
• Previous experience with advanced Microsoft Excel functions (pivot tables, VLOOKUP, Conditional Formatting, IF statements, etc.)
• Previous manufacturing experience
• Previous project management experience
• Previous experience with innovative sourcing techniques
• Ability to build relationships and trust with strong skills in coaching and mentoring

COMPENSATION & BENEFITS

The starting base salary range for this position is $110,078 - $137,598 per year plus eligibility in annual bonus program. The compensation posted is the anticipated pay for the position at the time of the posting. We may pay above or below posted amount based on several factors, including, but not limited to education and/or certifications, skills, experience, or work location. Some positions may qualify for additional compensation in the form of bonuses or deferred compensation options.

At LDI, we are pleased to provide employees with a comprehensive benefits package including health/dental/vision insurance options; paid time off; 10 paid holidays; 401(k) plus company matching and annual discretionary profit sharing; flexible spending and health savings account options; life and disability insurance; tuition assistance; wellness and mental health resources, and financial advising services. Eligibility in benefit programs is based on hours worked per week.

PHYSICAL REQUIREMENTS

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

• Regular sitting, standing, and walking throughout the day to accomplish tasks
• Manual and finger dexterity used regularly with some repetitive finger motions
• Ability to work in front of a computer screen for long periods of time
• Specific vision abilities include close and distance vision; able to identify colors, small letters, and numbers; hand/eye coordination, depth perception and able to adjust focus
• Hearing and speaking
• Other conditions may include frequent reaching, stretching, pushing, pulling, pinching, grasping, and gripping.

ABOUT OUR COMPANY

Comprised of multiple companies with headquarters in New Hope, Minnesota, Liberty Diversified International (LDI) is a privately held company employing more than 1,900 individuals across our manufacturing facilities, production facilities and core business operations in Minnesota, Iowa, Nebraska, Illinois, Mississippi, Texas, Arizona, Virginia, California, and Mexico. With deep roots in the corrugated box manufacturing industry, we operate in the core markets of paper, packaging, workplace products, corrugated plastics and building products.

Since 1918, our values - Caring, Innovation, Trust and Excellence - have guided our day-to-day activities. We believe that when our employees are aligned with these values, we create superior service and solutions for our customers. The LDI family of companies includes Liberty Packaging, Liberty Paper, Liberty Plastics (Custom Solutions and Quarrix Building Products) and Safco.

Liberty Diversified International is an equal opportunity employer and makes all employment decisions without regard to race, color, sex, religion, age, creed, sexual orientation, national origin, marital status, disability, or any other protected class.