Description Responsibilities/Duties Strategic • Establish and implement HR efforts that effectively communicate and support UPM’s strategic vision. • Develop HR plans and strategies to support the achievement of the overall business objectives.• Function as a strategic business advisor to the senior management of each business unit and to middle management and supervision regarding key organizational and management issues. • Provide overall leadership and guidance to HR function by overseeing talent acquisition, career development, succession planning, retention, training and leadership development, compensation and benefits. • Support and drive company integration efforts, ensuring the embracement of UPM’s culture and standards.• Support and drive company and parent company initiatives.• Develop and implement company-wide employee handbook and policies.• Research new HR programs that support company directives, ensuring effective rollout and implementation. Compliance • Stay current with federal and state HR legal changes and ensure legal conformance at all company locations.• Conduct internal HR audits annually.• Partner with safety management to ensure support and compliance. • Stay current with multi-state compliance concerns and ensure that HR practices are updated accordingly. Recruiting and Onboarding • Develop standardized processes supporting multi-approach recruiting methods, customized to specific position-types. • Conduct needs identification, work with manager to define KSA’s and required personality traits.• Oversee job approval and posting process.• Interview candidates for higher level positions.• Oversee pre-employment candidate testing.• Confer with executive management regarding candidate hiring, and write job offers.• Oversee the new hire orientation process and ensure standardization of orientation process across all company locations.• Oversee the onboarding process, ensuring effective completion. Compensation • Develop integrated salary grades and ranges for the company overall.• Benchmark salaries annually and as wage issues arise.• Develop and oversee the administration of an effective merit increase process that ties into UPM’s direction and philosophy.• Tie performance appraisal system into goal establishment, career development, and succession planning.• Oversee the performance appraisal process by instituting an effective appraisal program which includes goal setting, providing performance feedback and addressing performance issues. Benefits • Ensure that benefits package is competitive, it meets employee needs, it is comprehensive, and cost-effective.• Research and implement new benefits that support company culture.• Ensure that benefits components are communicated clearly to employees during open enrollment, new hire orientations, and in everyday situations.• Assist employees with benefits issues. Employee Relations / Performance Management • Execute and oversee effective employee relations processes.• Ensure that performance issues are addressed, documented, and documented. Coach company leaders and partner with the goal of performance improvement.• Defend company in the case of employee complaints filed externally.• Write company personnel policies, communicate them, and enforce compliance.• Develop company employee manuals, ensuring compliance, and understanding. • Administer employee satisfaction surveys.• Develop and implement programs that target employee retention and improve engagement.• Ensure change management through effective communication. HRIS and Recordkeeping • Oversee administration and maintenance of HRIS.• Ensure that the HR system is set up to produce reporting that is essential to executive management and that reports are produced with accuracy.• Ensure that HRIS and Learning Management systems are contemporary and meet company needs.• Ensure that accurate records are maintained that are compliant with legal requirements.• Drive for paperless recordkeeping system. Metrics • Set and analyze measurements and analytics to provide insights to targeted areas.• Maintain records on analytics over time.• Ensure that metrics tie to overall company goals. Training and Development • Ensure implementation of individual, departmental, company, and executive training programs. Develop and deliver training sessions for the same.• Locate training resources for employees in order to satisfy targeted training goals.• Develop and deliver leadership training to select individuals.• Ensure that program exists and is followed so that high potentials are identified and on track for succession planning purposes. International • Provide HR support and management for international locations of the company either through local management or positioning an overseas HR presence.• Ensure that international locations adhere to UPM’s HR model and standard HR practices.• For small international locations, may provide HR consultative services and support.• Ensure consistent communication occurs between domestic and international HR.• Develop an awareness and support of cultural differences, (local customs and business practices).• Ensuring clear communication (through regular meetings) with remote personnel.• Developing policies which support domestic endeavors, but also in compliance with overseas regulations.• Ensure compliance with compliance requirements (by partnering with local experts.• Ensure that an effective HR program, (containing the previously stated features) is actively supported.• Provide expatriate support for relocating personnel. Education/ Work Experience• Requires a four-year degree in Human Resources or Business. This person must be seasoned human resources manager with a minimum of 10 years of experience in an industrial setting, who will be able to strategically and tactically evaluate and implement sophisticated HR related programs and initiatives; be able to work with organizational leadership to build consensus around HR strategy and tactics; have a demonstrated background in talent management and leadership management; as well as have a proven ability to attract and retain outstanding talent and assemble and motivate high performance teams.• Ability to build credibility to the human resources function through professional qualifications and leadership skills as well as project the highest levels of integrity. Superior interpersonal communication skills are required.• Prior HR project management experience is necessary.• Prior experience and knowledge managing HR functions and programs on an international basis. Supervisory ResponsibilitiesDirectly supervises employees and oversees staff at multiple locations. Carry out supervisory responsibilities in accordance with the organization's policies and applicable laws. LANGUAGE SKILLSPossess strong communication skills (oral and written). Possess strong interpersonal skills. Ability to effectively present information to top management or stakeholders. REASONING ABILITYTo solve practical problems and deal with a variety of theoretical and concrete variables in situations where only limited standardization exists. Ability to always “see the big picture.” Possess strong analytical and interpretations skills. CERTIFICATES, LICENSES, REGISTRATIONS: HR certification preferred PHYSICAL DEMANDS Sedentary, office environment. Travel is required to other company locations (approximately 15-25%) Qualifications Education Preferred + Bachelors or better in Business + Bachelors or better in Human Resources Management Experience Required + 10 years: HR experience in an industrial setting Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights (https://www.eeoc.gov/poster) notice from the Department of Labor.