Job Description:

POSITION SUMMARY

The Human Resources Manager is responsible for ensuring the overall administration, coordination, and evaluation of human resources plans and programs at the Grangeville sawmill.

ESSENTIAL DUTIES AND RESPONSIBILITIES

Essential functions include but are not limited to the following:

• Serve as a Business Partner and primary point of contact for employees and management in the following areas: Recruitment, Onboarding, Employee Relations, Payroll, Benefits, Wellness, Performance Management, HRIS, Training, Compensation, etc.


• Day to day resource and point of contact to management and employees, interpreting, applying and administering company policies.


• Ensure uniform application and compliance of EEO, AAP, ADA and FMLA.  Consult with HR Director and Legal for guidance as needed.


• Maintain awareness of culture, plans, financial position and competition of the business and mill


• Advise and assist leadership regarding recruiting, employee relations, corrective action, counseling, payroll, performance reviews, documentation, terminations, promotions, HRIS system, etc.


• Provide input on staffing, workforce and succession planning and restructuring.


• Analyze data trends and metrics in the following areas: personnel analytics, turnover, overtime, succession planning, compliance, training requirements, etc.


• Assist in conducting investigations and ensure consistency of disciplinary actions.


• Partner with Safety team and management for proactive safety risk mitigation, policy adherence, LOTO


• Partner with Talent Acquisition to ensure efficient recruitment efforts - including writing and placing job ads, interviewing, making recommendations, job offers, and maintain proper records.


• Conduct new employee onboarding and orientation.


• Partners with Benefits and Payroll for employee benefits, leave administration, and accurate payroll.


• Partners with Training to ensure best in class employee training and apprenticeship programs.


• Collaborate with HR team to develop policies, programs and solutions.


• Coordinate employee events, career fairs and community outreach.


• Maintain department records, reports and personnel files according to record retention rules.


• Maintains confidentiality at all times.


• Other duties as needed.

PREFERRED QUALIFICATIONS

• Bachelor’s Degree in Human Resources, Business, Psychology or relevant field from an accredited College or University


• Certifications such as a CEBS, CCP, CBP, SHRM or other relevant certification(s)


• HR experience in a manufacturing setting


• 5+ years HR experience in a management setting

REQUIREMENTS

• High School diploma, GED or equivalent


• 3+ years HR experience as Generalist or more advanced role


• Knowledge of key federal and state regulations and compliance requirements


• Proactive communicator and change agent


• ability to balance employee needs with business objectives


• HR Information Systems experience


• Ability to pass a drug, physical, and background check

 PHYSICAL DEMANDS

Ability to sit and/or stand for shift, reach with hands and arms, stoop, squat, bend at the waist, kneel, walk varying distance, and climb stairs.  Must be able to tolerate all weather elements, loud conditions, airborne particles (sawdust).

• Bend at waist – occasional


• Twist upper body – occasional


• Stoop - occasional


• Repetitive use of hands – frequent for clerical duties


• Stand/walk – occasional


• Sit – frequent


• Vision – near and far correctable; depth perception


• Hearing – preferred for awareness of surrounding machinery, mobile equipment, emergencies

 WORK ENVIRONMENT

 Idaho Forest Group is an Equal Opportunity Employer and complies with ADA regulations as applicable.

This job description in no way states or implies that these are the only duties to be performed by the employee(s) incumbent in this position. Employees will be required to follow any other job-related instructions and to perform any other job-related duties requested by any person authorized to give instructions or assignments. All duties and responsibilities are essential functions and requirements and are subject to possible modification to reasonably accommodate individuals with disabilities. To perform this job successfully, the incumbents will possess the skills, aptitudes, and abilities to perform each duty proficiently. Some requirements may exclude individuals who pose a direct threat or significant risk to the health or safety of themselves or others. The requirements listed in this document are the minimum levels of knowledge, skills, or abilities. This document does not create an employment contract, implied or otherwise, other than an “at will” relationship.

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)

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