Idaho Forest Group is currently seeking a Human Resources Director to join our team.

Provide vision, leadership, planning, management and continuous improvement for all human resources aspects of a multi-site organizational structure. Lead the HR Team including learning and development, employee relations, compliance, recruiting, payroll, HRIS and benefits. Create and maintain a culture and workplace of choice which supports the company’s current and future strategic needs. Oversee a team which develops and implements company-wide policies and programs encompassing recruitment, selection, placement and retention; employee benefits; 401(k); compensation; incentive plans; payroll and HRIS systems; automated timekeeping; employee training/education; wellness; employee programs such as relocation and service awards; salaried succession and management development planning; employee assistance; ADA, ADEA, HIPAA, and EEO/AAP compliance; diversity initiatives; salaried performance management, and coaching and conflict resolution.

Essential Functions:

• Successfully manage all human resources aspects of a multi-site organizational structure.
• Build and maintain a strong HR Team at which supports various locations. This team will create and maintain processes and a culture for an engaged and productive workforce of over 1000 employees.
• Collaborate with executives to foster and strengthen a unified culture that inspires high performance and high employee engagement.
• Foster and maintain positive relationships with HR stakeholders and customers.
• Support the Operations Leadership Team. Travel to and participate in strategic meetings as needed. Create metrics, reporting and key performance indicators to support achievement of Operations goals.
• Provide support and structure for HR to assist supervisors and managers in resolving complex personnel issues; offer coaching and training.
• Create strategic plans to identify the company’s current and future workforce needs and support the recruitment efforts to assure that qualified candidates are identified, the strongest ones interviewed, and the best ones selected and placed in positions.
• Oversee the company’s total compensation philosophy include competitive pay and incentive compensation, to support the company being a workplace of choice.
• Create policies, process and a structure that maintains compliance with affirmative action, diversity, and equal employment opportunity programs and other government regulations and requirements including ADA, ADEA, HIPAA, EEO/AAP.
• Oversight of the payroll and timekeeping processes and HRIS.
• Lead the succession planning for critical positions, including long-term development plans and short term transition plans.
• Oversee and support the company’s learning and development focus including identifying current and future competencies necessary to execute the company’s mission and strategic plans.
• Oversee the company’s efforts in maintaining a safe and drug free workplace through the Employee Assistance Program, and other employee assistance efforts in all locations.
• Implement and consistent and meaningful performance evaluation system and process for employees of the company.
• Support the Operations Leadership Team. Travel to and participate in strategic meetings as needed.
• Attend Executive and Committee meetings as requested, making periodic presentations, and developing metrics and reports to assist operations in driving business results and for Executive reviews and decision-making.
• Collaborate with outside legal counsel, compensation and benefits consultants, actuaries, brokers, and trustees.
• Other duties as needed

Qualifications:

• Bachelor’s degree in Business Administration, Human Resource or Industrial Relations is required.
• Ten+ years of broad-based HR experience required.
• Certifications such as a CEBS, CCP, CBP, or SPHR are highly desirable.
• Knowledge of key federal regulations and compliance requirements is mandatory.
• Valid Driver’s License
• Pass a drug, physical, and background check

Physical Requirements:

Ability to sit and/or stand for shift, reach with hands and arms, stoop, squat, bend at the waist, kneel, walk varying distance, and climb stairs. Must be able to tolerate all weather elements, loud conditions, airborne particles (sawdust).

• Bend at waist – occasional
• Twist upper body – occasional
• Stoop - occasional
• Repetitive use of hands – frequent for clerical duties
• Stand/walk – occasional
• Sit – frequent
• Vision – near and far correctable; depth perception
• Hearing – preferred for awareness of surrounding machinery, mobile equipment, emergencies

Total Rewards

We understand the value of our team members and how each and every one plays such a vital role in the day to day success of Idaho Forest Group. Idaho Forest Group looks for driven people with strong work ethics, morals and values. When we find them, we want to keep them. Therefore, we offer competitive total rewards compensation.

Idaho Forest Group has a wide range of benefits including Health Care Coverage, Flexible Spending Accounts, Annual Incentive Plan, Wellness Programs, Life and Disability Protection, 401(k) Benefits, PTO, Holiday Pay, Family and Self Care Leave, Scholarships, and more. We value a good balance between career and personal life and encourage a healthy lifestyle.

Idaho Forest Group is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race/ethnicity, color, religion, sex, sexual orientation, gender identity, national origin, disability, protected veteran status, age, or any other status protected by law. If you are an individual with a disability and need a reasonable accommodation in the application or hiring process, please contact Human Resources at 208-762-6630 and/or hr@ifg.com.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

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)