Boise Cascade has an exciting opening for an HR Manager supporting our Wood Products Division.Please review the below responsibilities and needed qualifications below and apply today!

This position is located at our Headquarters office in Boise, ID with a hybrid schedule 2-3 days a week.

Responsibilities

Serves as HR business partner to the Wood Products Boise Administration and Marketing; EWP Sales, Engineering and Software groups; and Canadian AllJoist. Heavy emphasis on working with managers in identifying and addressing organizational gaps and prioritizing and implementing initiatives to close those gaps. Leads efforts to attract, develop, compensate and retain excellent, committed associates. Develops and manages division safety policies and programs, leads efforts that support our desire to remain union-free and ensures compliance with HR-related governmental laws and regulations. Participates in human resources or business strategy related projects with corporate-wide, division-wide or business-wide impact. Strong dotted line relationship with the managers of the organizations supported.

Must be able to represent Boise Cascade to appropriate audiences, i.e. government and legal agencies, all levels of region, division and corporate. Individual must be customer-oriented with high level of drive, motivation and ability to respond to customer needs with a sense of immediacy.

Basic Qualifications

Position requires a college degree in a related field with a minimum of 7 years of experience in a broad HR generalist role. Experience including a solid working knowledge of safety management and OSHA regulations, selection, development, compensation, employee relations and organizational planning is required. The ideal candidate will also have experience in developing and delivering training and management development programs. Up to 25% travel required.

Preferred Qualifications

Prefer an advanced degree in a related field and 10 years of experience working in a broad Human Resources role. Prefer field experience in a manufacturing environment.

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 contractors legal duty to furnish information. 41 CFR 60-1.35(c)

Human Resources