Stella-Jones is North America's leading producer of industrial pressure-treated wood products. Responding to the vital infrastructure needs of our economy, we manufacture and distribute railway ties, utility poles, residential lumber and industrial wood products across the continent. Stella-Jones is headquartered in Montreal, employs 3,000 people across Canada and the United States, and is publicly traded on the Toronto Stock Exchange. To learn more about the company, visit us at: https://www.stella-jones.com/en/inside-stella-jones
Position Details:
The Stella-Jones team is seeking an exceptional Regional Human Resources Manager to direct the daily human resources activities and human resource needs of our expanding Northwestern US operations. This region includes over 500 employees at 10+ manufacturing locations and other facilities across Washington, Oregon, Nevada, and several other Western states. This position will be based at our regional office and manufacturing complex in Tacoma, Washington. This is a hybrid (office/remote) role with typically up to 40% travel, primarily in the NW region.
This position will provide Human Resources services to staff and management to maintain and improve all aspects of the employee experience. The Regional HR Manager will resolve employee relations issues and problems and coordinate the performance management process for the region. This individual will demonstrate continuous efforts to drive improvement in the engagement of staff and will perform HR-related duties on a professional level in collaboration with senior management and HR Leadership. The Regional HR Manager must be able to build relationships and establish credibility with both staff and managers throughout the assigned region. They must also be able to recognize and effectively adapt to changes in practices, policies, and protocols.
Principal Responsibilities:
Partners with plant and regional management teams and identifies processes to align HR policies, procedures, and programs with company goals, objectives, and operating principles.
Communicates the company's policy, philosophy and provides guidance to employees
Make sure assigned facilities are staffed adequately and causes of turnover are investigated and addressed
Monitor the pulse of each facility across multiple States and partner with the leadership team to drive an inclusive, engaged high-performing culture within the plant
Partners with managers in appropriately resolving employee relations issues. Conducts employee investigations as appropriate
Lead organizational design discussions and support Ops leaders in org structure evaluation. Review current ops structure (including talent assessments & gaps) and recommend improvements to align operations with our future growth needs; identify opportunities for talent upgrade, employee development, redeployment and reorganization.
Evaluate and manage the current compensation structure (hourly & salary) and making recommendations to improve market competitiveness and alignment of wage structures to plant operational needs working closely with corporate Centers of Responsibility. Manage existing corporate driven comp and benefit programs as required.
Identify, develop, and/or implement training programs for managers and employees, including management training, new hire training, skill building programs, cross-training across plants and training for employee development working closely with corporate Centers of Responsibility
Maintains HR metrics to be utilized in strategic planning and effectiveness of HR related programs and processes
Enters and ensures the employee's life-cycle transactions for all employees are processed in HRIS (Ceridian Dayforce) in a timely and accurate manner
Maintains working relationships with union officials, adheres to contracts and participates in contract negotiations as appropriate.
Maintains knowledge of legal requirements and government reporting regulations affecting human resources functions and ensures policies, procedures, and reporting are in compliance
Maintains employee records, reports and assists with updating organizational charts
Participates and contributes to company safety program.
Performs other related duties and special projects as required and assigned
Management duties include supervision of exempt and/or non-exempt staff. This includes but is not limited to, conducting performance evaluations and improvement plans, approving paid time-off (PTO), assigning or delegating work, providing on-the-job training, giving guidance to staff, taking disciplinary action, and interviewing candidates for open positions.
Note: Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of this position.
Qualifications
Ten or more years of Human Resources experience, including experience in a similar multi-site, regional HR leadership role required
Manufacturing HR experience required
Bachelor's Degree preferred
License/Certification: SHRM-CP (or other related HR certifications) preferred
Knowledge, Skills and Abilities:
Strong working knowledge of HR principles and practices including labor relations
Understanding of records administration including filing, archiving, and confidential handling
Understanding of HRIS
Detail oriented, accurate, and organized, and can maintain organizational data
Demonstrated ability to establish and build relationships
Able to handle confidential information responsibly
Can handle multiple priorities simultaneously
Ability to read, analyze and interpret common technical journals, and legal documents
Ability to write routine reports and correspondence
Strong communication skills, including verbal and written. Able to communicate to people at all levels.
Experience with MS Suite and HRIS systems
Ability to travel 30-40% (*Primary travel includes visiting sites in Washington and Oregon region noted above, but additional trips could include visiting other company locations across the US and Canada, SHRM conferences, etc.)
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Employee Benefits: As a Stella-Jones team member, you will have access to excellent benefits and incentives including:
Comprehensive total benefits package with 3 medical plans to choose from
Several company-paid benefits including:
Dental and Vision coverage
Life insurance and Accidental Death & Dismemberment (AD&D) policies
Long-Term Disability Coverage
Access to a robust employee assistance program
Competitive compensation
Annual profit sharing program
401(k) savings plan with generous Company match (150% on the first 4% deferred)
Career advancement opportunities
Ability to purchase Company stock
Equal Opportunity Employer/Veterans/Disabled
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