Sr. Human Resource Business Partner (Manager) - #1672196

Red Wing Shoe Company


Date: 2 weeks ago
City: Red Wing, MN
Contract type: Full time

Watch here to see what it's like to work at Red Wing Shoe Company.

Red Wing Shoe Company is based in Red Wing, Minnesota, just 40 minutes from St. Paul, where our corporate office sits along the Mississippi River in downtown Red Wing.  We are a global company with 2300 employees around the world, but we maintain a close-knit family atmosphere that comes with being a privately-held company. We’re rich in history and tradition, but innovation drives us to deliver best-in-class product solutions and highly rated customer experiences.  Focus on our employees and company culture results in meaningful employee engagement across the organization. Our Guiding Behaviors of Living our Values, Honoring our Brands, Inspiring our People, Centering on our Customers, and Preserving the long term success and legacy of our Company are the foundation on which we build our future.



This role is a hyflex work arrangement with some ability to work remotely.       

Red Wing Shoes is seeking a Sr. HRBP (Manager) to join our Human Resources Team.  This role involves leading an HR team and providing human resource leadership and guidance for the Supply Chain organization. The Sr. HRBP manager ensures the execution of HR initiatives across Supply Chain that support corporate and business unit strategies and objectives.  This role is also responsible for providing strategic and tactical leadership for labor relations, and leading labor relations actions such as negotiations and contract administration.

RESPONSIBLILITIES:

  • Partner with management and HR team to provide strategic direction and input regarding overall talent strategies that support the culture, company direction and the growth needs of the business and employees.
  • Partners with management and HR team to execute change leadership & organizational effectiveness solutions to drive continuous improvement of people processes including employee engagement, communications, organization design, coaching, learning and development, career development, succession planning.
  • Provide leadership for labor relations through contract interpretation, grievances, union/management relations, mediations, arbitrations, and negotiation strategy.
  • Provide leadership for assessing current and future organizational challenges, development of action plans, implementation, and sustainment of improvements.
  • Partner with other HR functions and internal resources to execute organizational and business unit specific initiatives.
  • Enhance services and effectiveness to the Business/Support Unit(s) by establishing a strong partnership and keeping abreast of their leading business issues. 
  • Contribute to the strategic direction of HR by participating in and carrying out the Talent Management Strategy, HR Plan and formulation of corporate-wide HR policies, procedures, systems, and initiatives.
  • Participate in the identification, investigation, and resolution of employee/labor relations issues, anticipate problems whenever possible, and develop, recommend, and initiate appropriate steps for resolution.
  • Manage and develop an effective functional team through selection, communication, coaching, training, reward/recognition and enforcement of company policies and procedures.

TRAVEL:

  • Occasional travel required (every 4-6 weeks on average)


Qualified candidates must have a bachelor’s degree in HR or a related field and 10 years human resources leadership experience; or equivalent combination of education and experience. Labor relations experience including leading contract negotiation; Demonstrated success in partnering effectively with leadership to develop a culture of customer focus, innovation, collaboration, learning, accountability, excellence and openness; Experience in team dynamics, leadership development, employee relations, management/leadership effectiveness and facilitation; Organizational development experience including organizational design, job design, succession planning; Experience participating in and supporting LEAN initiatives.

Candidates should have ability to effectively coach and develop employees, managers and leaders; Strong interpersonal and communication skills and ability to negotiate, persuade and influence at all levels both inside and outside the organization, with tact and diplomacy; Strong business acumen, strategic thinking, analytical and data-based decision-making skills, and understanding of organizational dynamics with the ability to make sound recommendations and decisions that address complex issues and situation; Excellent organizational skills with the ability to manage multiple priorities, projects and tasks assuring results meet expected outcomes; Demonstrated ability to leverage people, processes and technology to drive improvements; Demonstrated knowledge of employment law (i.e. EEOC guidelines, FLSA, ADA, FMLA, etc.), regulatory requirements, policies, practices and the ability to apply to complex organizational issues; Strong computer skills and proficiency with full MS Office Suite and HRMS.



Red Wing Shoes is an Equal Opportunity Employer.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities.
Individuals with disabilities needing assistance in completing an application may contact [email protected] or call 651-388-8211.

Please view Equal Employment Opportunity Posters provided by OFCCP at https://www.dol.gov/ofccp/regs/compliance/posters/ofccpost.htm

All offers of employment are contingent on satisfactory results of a background check.

Red Wing Shoe Company, Inc. is a drug-free workplace.

Red Wing Shoe Company will not be using recruitment agencies or firms to fill this position and we will not accept unsolicited resumes or candidate information. No agency calls please.

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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