You’re not the person who will settle for just any role. Neither are we. Because we’re out to create Better Care for a Better World, and that takes a certain kind of person and teams who care about making a difference. Here, you’ll bring your professional expertise, talent, and drive to building and managing our portfolio of iconic, ground-breaking brands. In your Human Resources Manager role, you’ll help us deliver better care for billions of people around the world.

The Corinth Mill Human Resource Business Partner is both a strategic and hands on role through partnering with the Business Leaders and employees on day to day HR guidance and support to help develop and deliver the people strategy and business solutions. Strong Collaboration with other parts of HR to align key priorities with the business and to deliver professional service.

As part of the Mill Leadership Team, this role supports and collaborates with Mill Managers and Team leaders, HR, employees, Union (where applicable) and HR Center of Excellence (COE) teams.

Focusing on the 1-2 year people plan, the Mill HRBP is a leadership role within the manufacturing facilities and reports directly into the HR function.

Responsibilities:

• Provide coaching and strategic direction for mill leadership, onboarding, and performance/career development to drive a highly productive workforce.

• Lead and execute the organization talent strategy which includes Talent Acquisition, I&D strategy, Workforce Planning, Organizational Effectiveness, Talent Management, KPIs, Retention and Recognition Planning, Culture & Coaching for leader development.
• Following the climate survey on engagement and enablement, work with leaders to diagnose and develop a plan for implementation

• Develop workforce plans (long term and short term) in partnership with the global workforce planning team, Team Leader and regional/functional leadership

• Facilitate end to end performance management process for the facility, including annual HR Processes (Performance & Rewards process, Compensation reviews, Immigration, Benefits & Employee Relations, etc.)
• Lead transition of people-related activities to self-service and HR Service centers for execution of transaction and routine tasks
• Lead employee relations in a way that achieves corporate and site objectives through the communication, implementation and promotion of World Class Manufacturing values, vision,

• Ensure legal policies and procedures (including region-specific compliance requirements) are followed and maintained
• Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partner with the legal department as needed/required

• Responsibility for leading HR initiatives in conjunction with the continuous improvement reams to deliver transformation and ongoing continuous improvement to our work practices, team leader leadership capabilities, and training programs which serve to improve technical problem solving, leadership, and organizational skills.

About Us:

At Kimberly-Clark, you’ll be part of the best teams committed to driving innovation and growth. We’re founded on 150 years of market leadership, and we’re always looking for new and better ways to perform—so what can you do with that? There’s no time like the present to make an impact at Kimberly-Clark. It’s all here for you at Kimberly-Clark.

In this role you will join the Human Resources team and report to a Sr. HR Business Partner.

About You:

You’re driven to perform at the highest level possible, and you appreciate a performance culture fueled by authentic caring. You want to be part of a company actively dedicated to sustainability, inclusion, wellbeing, and career development.

To succeed in this role, you will need the following qualifications:

• Bachelor’s degree in HR or related discipline or equivalent experience.
• 5 years’ experience in a HR Business Partner/HR Manager role supporting a small business unit or function, delivering on a customized HR strategy aligned to the unique needs of the workforce.
• 2 years’ experience as HR generalist with specific HR functional knowledge, (manufacturing/industrial environment preferred).
• 2 years’ experience and demonstrated capability in problem solving, conflict resolution and leading change
• Experience with and strong understanding of key HR processes such as: recruitment, objective setting, performance management, talent management, rewards, annual pay processes, recognition, setting metrics, and/or analyses
• Experience working with data to create insight and diagnose future talent risks and opportunities
• Experience managing HR Generalists preferred

Total Benefits: For a complete overview, see www.mykcbenefits.com

Hybrid Work Arrangements: You’re looking to make a difference. When and where it works best for you. And at Kimberly Clark, we’re constantly exploring new ideas on how, when, and where we can best achieve results. When you join our team, you’ll experience Flex That Works, flexible work (hybrid) arrangements that empower you to have purposeful time in the office and partner with your leader to make flexibility work for both you and the business.

For Kimberly-Clark to grow and prosper, we must be an inclusive organization that applies the diverse experiences and passions of its team members to brands that make life better for people all around the world. We actively seek to build a workforce that reflects the experiences of our consumers. When you bring your original thinking to Kimberly-Clark, you fuel the continued success of our enterprise. We are a committed equal opportunity employer, and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability status, protected veteran status, sexual orientation, gender identity, age, pregnancy, genetic information, citizenship status, or any other characteristic protected by law.

The statements above are intended to describe the general nature and level of work performed by employees assigned to this classification. Statements are not intended to be construed as an exhaustive list of all duties, responsibilities and skills required for this position.