SR HR Business Partner

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Where you will work: The Lewiston mill is the largest of Clearwater Paper's facilities, 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. This location offers employees an opportunity to learn the Pulp and Paper business while influencing key business decisions and outcomes.

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

What you will do:

The HR Business Partner is responsible for supporting hourly staffing, payroll, benefits, and employee relations. This position is both strategic and action-oriented, influencing the direction of our critical Corporate Functions 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
• Collaborate with Plant Manager & Operations Leadership Team in 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
• Serve as change management partner to businesses with emphasis on business process improvement, collaborating on change management to support development and implementation

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 expectations of the organization; collaborates with Talent Acquisition Partners on strategy to develop diverse (hourly and salaried) talent pipelines to meet both short- and medium-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 leadership team in identifying opportunities in employee engagement, work collectively to preserve positive employee relationship in non-union facility.
• Collaborate, support, and deliver organization transformation and training initiatives ranging from front line to leadership development programs (i.e., Pilots, Primary Interventions etc)

Talent & Organizational Development

• Coach and support 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 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
• Coach assigned client groups on 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

• Support site labor relations activities as needed.
• Actively engage managers and supervisors in client groups to investigate and respond to labor relations issues. Work closely with site Sr. HR manager and and HR manager II to coordinate responses and actions.

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 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 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 distil it into action plans
• Ability to maintain a high level of confidentiality.

What you will need:

• Bachelor's degree in human resources, Labor Relations, Business Administration, or related field required; master's degree preferred
• 5+ years of increasing experience and accountabilities within a manufacturing environment- multi site or complex site strongly preferred
• SHRM- CP/SCP 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) preferred
• Able to think strategically and act tactically.
• Demonstrated change management skills.
• Office environment; with limited exposure to manufacturing production mill environment—hot, dusty, humid, noisy, various environmental exposures
• Some eye fatigue due to computer use and sitting for extended periods of time
• Less than 10% domestic travel

Total Reward Details: We're committed to providing an exceptional workplace experience, including a comprehensive total reward package. This position is eligible for our Incentive Plan. The base pay actually offered will take into account internal equity and also may vary depending on the candidate's job-related knowledge, skills, education, and experience among other factors. Benefits are generally available after 30 days and include medical, dental, vision, life, disability coverage, employee assistance program, and a 401k plan. Paid time off will include vacation days, personal days, and company holidays.

Clearwater Paper will 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 must not require Clearwater Paper's sponsorship to continue to work legally in the United States.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)