Manager, HRBP

Smurfit Westrock; Stroudsburg (Monroe County); On-site; USD 85,000 - 115,000; Full time

Job summary

WestRock is seeking an HR Business Partner to provide day-to-day HR support for the Stroudsburg Mill in Stroudsburg, PA. You will partner with mill leadership on employee relations, talent acquisition, performance management, and workforce planning in a 24/7 unionized manufacturing environment.

You will lead labor relations, administer the CBA, coach leaders, and drive HR metrics while ensuring compliance with EEO, FMLA, ADA, and wage-and-hour laws. Travel as required.

Qualifications

• Bachelor's degree in HR, organizational development, or business.
• 5+ years HR experience; SHRM or HRCI a plus.
• Strong written and verbal communication.
• Proficient with MS Office and HRIS systems.
• Detail oriented with solid organizational skills.

Responsibilities

• Provide day-to-day HR functional support to the Stroudsburg Mill.
• Lead labor relations strategy and manage contract administration and grievances.
• Oversee workforce planning and recruiting for hourly and salaried roles.
• Analyze HR metrics to identify trends and drive improvements.
• Coach front-line employees and managers on policies and procedures.
• Conduct training on sexual harassment, diversity, and employment law.

Skills

HR strategy

Employee relations

Talent acquisition

Labor relations

Performance management

Education

Bachelor's degree

Tools

MS Office

HRIS

Job description

The HRBP will provide day-to-day HR functional support to the Stroudsburg, PA Mill. This position will have responsibility for employee relations, talent acquisition, performance management, talent management, labor relations, and human resources metrics. The HR Business Partner will be responsible for driving continuous improvement of human resources services as a strategic partner to the business. This position will report to the General Manager of the Stroudsburg Mill.

How you will impact WestRock:

• Act as a culture champion, promoting engagement, inclusion, and retention in a fast-paced industrial environment
• Serve as the primary HR business partner to mill leadership, supporting a ~100 employees, unionized manufacturing workforce operating 24/7
• Lead labor relations strategy, including contract administration, grievance handling, and partnership with union representatives to maintain a productive labor environment
• Interpret and administer the collective bargaining agreement (CBA), ensuring consistent application across all shifts and departments
• Creates strategic business partnerships with front‑line employees and supervisors to promote positive employee relations including walking the floor frequently.
• Implements human resource policies and procedures to ensure compliance with Federal and State regulatory requirements including EEO, FMLA, ADA, and federal and state wage and hour laws.
• Oversee effective and proactive workforce planning and recruiting for hourly and salaried roles in a continuous manufacturing environment, including skilled trades and operators.
• Lead performance management processes, including evaluations, corrective actions, and coaching for front‑line leaders
• Analyze HR metrics (turnover, absenteeism, overtime, grievances) to identify trends and recommend operational improvements.
• Coaches and advises front‑line employees and managers regarding employee relations policies, policy and procedure interpretation and proper operating procedures.
• Partner with Talent Acquisition to manage the recruiting process and ensure accurate, market-based compensation recommendations are provided and best-in-class onboarding practices are utilized.
• Investigates questions and/or complaints to resolve employee relations issues.
• Conducts periodic training on applicable topics including sexual harassment, diversity, and employment law.
• Travel as required.

What you need to succeed:

• A bachelor's degree is preferred with a focus on human resources, organizational development, or business.
• A minimum of 5 years of Human Resources experience. SHRM or HRCI certifications are a plus.
• Strong written, verbal, and presentation communication skills.
• Ability to investigate and assess employee conflicts objectively and solve such issues using a variety of methods and tools, including coaching and conflict resolution.
• Proficiency in Microsoft Office Suite (Word, Excel, PowerPoint, Outlook) and HRIS systems.
• Attention to detail with strong organizational skills.
• Ability to model effective change leadership and empower leaders through change efforts.
• Team building and influencing skills.
• Strong analytical/problem-solving ability using data and insights to improve business decisions.