Responsibilities:

Strategy:
Works with Mill Director and Mill Leadership Team to develop a “strategic partnership”:
Serves as a “value-added” resource to members of the management team in order to provide technical and general guidance on human resources programs, policies, and strategic initiatives.
Provides counsel to management regarding opportunities to enhance efficiencies of the business by streamlining work processes and enhancing customer service while maintaining best practice human resources and management relations.
Creates and maintains strong working relationships with key positions, in particular the Mill Managing Director. Can integrate the work system goals of company and the Mill Managing Director into one’s own consistent message of vision.
Develops and maintains a sense of accountability and integrity throughout the organization to build a unified workforce.
Develops and maintains a comprehensive manpower planning/succession system to support the growth and expansion of the business.
Fosters and creates an environment of open communication and caring for employees both professionally and personally.
Guides the management team through effective motivational methods that develop enlightened strategic managers in a results-oriented culture.
Maintains and gains knowledge through active participation and leadership roles in professional associations, seminars, and conferences regarding state-of-the-art human resources, including best practices.

Labor:
Works with cross-functional management and labor in both developing and implementing processes and systems, which will support the Labor Strategy and foster a continuously improving Labor Management Relationship while staying true to corporate needs in both the short and long term.
Manages labor relations issues arising from the company’s commitments to its employees (benefits, retirements, recognition, promotions, hiring, probationary periods, contract interpretation, etc.). Unwilling to accept the barriers of others that affect such commitments.
Ensures that systems exist and function well to facilitate the swift and contract-compliant resolution of employee complaints (grievances). Such systems are traceable, accurate, timely, and lead to appropriate resolution.
Provides employee relations services that address and successfully resolve employee concerns.
Provides employee counseling services and monitors general levels of employee morale and job satisfaction.
Directs reviews, modifies and maintains the company’s corrective action processes.

Employment, Compensation, Benefits:
Works with the Director of Employee Relations & HR to manage and direct the activities and staff involved in developing, implementing, and maintaining the company’s employment program.
Conducts interviews and evaluates potential employees for ‘fit” into the mill culture.
Works with the Director of HR Operations to manage and direct the local activities and staff involved in recommending, developing and administering the company’s compensation program.
Enforces regulations and compliance, including DOL standards, ADA standards etc.
Works with Benefit Manager to oversee the administration of all benefit plans and programs at their represented sites. Serves as liaison for high-level benefit questions/concerns.
Manages site workers' compensation cases in coordination with third-party administrator, medical staff, and outside counsel.
Training:
Manages and directs the activities and staff involved in the administration and presentation of programs to train and develop employees at all organizational levels.

Management:
Management accountability for HR staff covering the Westbrook Mill
HR budget responsibility for the Westbrook Mill
Provides leadership in maintaining and supporting processes to ensure compliance with Sarbanes-Oxley, ISO, DOL, and any other audit requirements.
Provides the necessary leadership to the Site’s HR team so they also continuously improve their systems to maximize benefit to the company (e.g., improvements in hourly hiring to better fit long-term objectives, etc)

Education, Skills and Knowledge Requirements:
Bachelor’s degree required; MBA preferred. Minimum 10-12 years of experience in all HR disciplines in a manufacturing environment, preferably the paper industry.
Viewed as both a skilled change agent and a resource for change agents seeking to bring change to the workplace.
Capable of being perceived as a neutral party when resolving issues between management and labor, or other personnel matters. Viewed as a key resource in this regard by both teams.
Is an effective and frequent communicator
Proven employee relations skills required.
Naturally driven to conduct the HR affairs in an organized, traceable manner, which is necessary to maintain a consistent and proper face to the employees.