Manager of Human Resources UPM

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• 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.

• 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.

• 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.

• 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.

• 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.

• 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.

• 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.

• Set and analyze measurements and analytics to provide insights to targeted areas.
• Maintain records on analytics over time.
• Ensure metrics tie to overall company goals.