Human Resources Manager

Position Summary:

The Human Resources manager collaborates closely with the Director of Plant Operations and site leaders to understand business needs and strategic priorities to build the HR strategic plan for the manufacturing and distribution organizations. This position is accountable for performing as a trusted strategic partner and advisor to the management team in areas of change management, organizational effectiveness, work environment, culture, leadership, and employee engagement.  The position will drive change strategies that align with goals to improve the site’s overall performance. Also responsible for nurturing a healthy high-performance culture and fostering a well-trained and motivated staff. The Human Resources Manager establishes and maintains community relations.      

The Human Resources manager coordinates implementation of services, policies and programs through company managers and employees; ensuring HR policies and practices are consistent with company objectives and are in compliance with the federal, state and local guidelines.

The position requires excellent focus, high energy, forward thinking, critical thinking, attention to detail, excellent problem solving, conflict resolution skills, the ability to initiate and manage change, solid execution and a relentless focus to help the company meet financial objectives and exceed customer expectations.  This position reports to the Executive Vice President of HR.

Pivotal Experience and Expertise:

Carlstar seeks an action-oriented, self-driven, proven operations leader, who has demonstrated the intellectual horsepower, energy and wherewithal to lead and transform a growing, dynamic business.

• Aligns HR strategy, goals, and objectives to overall business and site strategy and objectives; develops HR business strategies to drive key manufacturing performance results; provides guidance on talent management, workforce relations, organization design and compensation, partnering with subject-matter experts to develop needed solutions
• Maintains broad-based knowledge of the organization and its operations; uses knowledge of business and HR metrics to make business decisions.
• Maintains knowledge of economic factors, labor market and economic environment impact on industry and organization operations; leverage benchmark information on the competition and other relevant comparison groups to help drive business decisions.
• Collaborates and influences across HR and engages appropriate subject matter experts to execute key strategic HR issues for their client group. Establishes and maintains consistent HR services for the operating entity; leads and/or mentors HR professionals and others within the organization.
• Facilitates interactions among organizational stakeholders to achieve optimal outcomes; resolves escalated conflicts among stakeholders. Builds consensus and settles disputes on HR policy and practice decision

Qualifications:

• An undergraduate degree, preferably in Business, or related field, is required.  An MBA would be considered a plus.
• 2 to 5 years of Human Resources Manager experience in a manufacturing environment.

Leadership Capabilities & Culture Fit:

• Unquestionable integrity, ethics and judgment.  The courage and ability to take a strong position when required for the good of the Company.   
• Excellent communication and influencing skills.  The ability to be collaborative and drive progress and the ability to translate complex issues in terms readily understandable to a broad audience.
• Provides guidance and coaching to leadership at levels on behavioral and business-related issues.
• Highly intelligent and analytical, possessing the intellectual curiosity to probe and understand how the dimensions within their area of responsibility work and influence the broader business.  
• A natural leader comfortable speaking to large groups.
• Results-oriented approach to decision making.  Proven ability to quickly assimilate and have impact.
• Self-awareness and the natural ability to build trust and confidence, with plant leadership, his or her peer group, and the executive leadership team.
• Strong interpersonal skills. An ability to positively engage with people at all levels of the organization.
• He or she will embrace a philosophy of transparency, healthy debate, and accountability; and will work to weave them into the organization’s employee engagement culture.