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Area Manager, Human Resources

Job ID 12493182 Date posted 07/09/2019
Location:Ishpeming, MI
Country:United States
Job Code:3034
Position Type:Salary

About Cleveland-Cliffs Inc.

Founded in 1847, Cleveland-Cliffs Inc. is the largest and oldest independent iron ore mining company in the United States. We are a major supplier of iron ore pellets to the North American steel industry from our mines and pellet plants located in Michigan and Minnesota. By 2020, Cliffs expects to be the sole producer of hot briquetted iron (HBI) in the Great Lakes region with the development of its first production plant in Toledo, OH. Driven by the core values of safety, social, environmental and capital stewardship, our employees endeavor to provide all stakeholders with operating and financial transparency. For more information, visithttp://www.clevelandcliffs.com

Thank you for your interest in exploring a career opportunity with Cleveland-Cliffs. Our Career site is updated daily with new opportunities, so please check back often.


Description


Summary of Principal Functions:

Provide leadership, direction, and coordination in the planning, implementation, and improvement of all labor relations and human resource management activities at Cliffs Michigan Operations (CMO) which includes Tilden Mining Company, Empire Iron Mining Partnership, and the LS&I Railroad. Set overall company labor strategy in coordination with Vice President, Human Resources & Labor Relations and primarily responsible for execution of strategy at CMO. Responsible for managing all recruiting and hiring initiatives at CMO.

Specific Responsibilities:

  • Maintain a safe and healthy work environment by establishing, following, and enforcing standards and procedures; complying with legal regulations.
  • Lead on all employee and policy objectives and programs under the leadership of the corporate Vice President Human Resources (e.g., hiring policies and procedures, compensation, organizational effectiveness, employee development, labor relations and employee benefits).
  • Work with local HR/LR team members to ensure local management teams are fully supportive of all labor relations and human resources issues, and offer suggestions for policy changes that will be cost effective and promote positive employee attitudes and increased productivity.
  • Develop and implement local labor strategy in coordination with Vice President Human Resources.
  • Develop labor agreement language negotiating objectives for recommendation to senior management.
  • Participates in negotiation of collective bargaining agreements, including associated benefit and local issue agreements. Serves as Company spokesperson on local issue bargaining.
  • Maintain positive, effective relations between the company, local union officials, and international union representatives.
  • Direct and coordinate the entire hiring process including determining site and department needs, recruiting, interviewing, and selecting new employees, recording all new employee characteristics for governmental reporting purposes.
  • Responsible for the staffing of the HR/LR teams at assigned sites.
  • Lead Talent Management Process at assigned sites that includes employee performance appraisals and counseling of employees on career development.
  • Ensure compliance with all state and federal labor and employment laws including Equal Employment Opportunity and the Americans with Disabilities Act (ADA).
  • Design and oversee new employee orientation program to foster positive attitudes toward company goals. Develop, conduct and/or coordinate employee training in supervisory skill, quality, safety, work policies and procedures, or any other topic requested by local management.
  • Approve all suspensions and terminations involving employees and ensure these actions are consistent with company policies and procedures.
  • Oversee arbitration and mediation processes to ensure consistency with company policies and overall strategic union and company relations.
  • Manage company and union relations regarding contracting out of work at assigned sites and ensure consistency with overall strategic union and company relations.
  • Sets and monitors budgets of local HR/LR department.
  • Ensure that effective working relationships are built and maintained with management at CMO operations to ensure that shared strategic goals and targets are achieved.
  • Achieves operational objectives by contributing information and recommendations to strategic plans and reviews; preparing and completing action plans; resolving problems; identifying trends; determining system improvements; implementing change. Plan, evaluate, and improve the efficiency of business processes and procedures to enhance speed, quality, efficiency, and output.
  • Develops initiatives and projects to accomplish company business goals. Assigns resources appropriately to execute.
  • Lead and direct the work of others.
  • Accomplishes human resource objectives by recruiting, selecting, training, assigning, coaching, counseling, and disciplining employees; communicating job expectations; planning, monitoring, appraising, and reviewing job contributions; planning and reviewing compensation actions; administering policies and procedures.
  • Monitor staff performance and complete performance reviews.
  • Meets financial objectives by forecasting requirements; preparing an annual budget; scheduling expenditures; analyzing variances; initiating corrective actions. Adheres to company’s business processes.
  • Make business decisions that are financially responsible, accountable, justifiable, and defensible in accordance with organization policies and procedures.
  • Updates job knowledge by participating in educational opportunities; reading professional publications; maintaining personal networks; participating in professional organizations and conferences.
  • Manage a portfolio of complex initiatives that can span disciplines, departments, and operating sites. And be able to communicate these initiatives to the appropriate stakeholders.
  • Participate and/or drive feasibility studies, vendor selections and proposals for evaluation by appropriate key stakeholders.
  • Deliver appropriate and effective executive-level communication including periodic reporting of pertinent KPIs.
  • Self-motivated, decisive, with the ability to adapt to change and competing demands.
  • Technically competent with Windows based software programs, specialty specific programs, and company enterprise systems.
  • Periodic travel to corporate office and other operating sites.
  • Able to participate in long-term, off-site assignment during labor negotiations once every three to four years.
  • Other duties as assigned.

Education/Certifications Required:

B.S. in human resources, industrial relations, business administration, or the equivalent, with a Master’s degree preferred.

Experience Required:

  • Minimum 15 years’ professional experience in field, preferably in large industry, mining, or mineral processing, with a significant amount of this experience being in a unionized environment.
  • Demonstrated writing and strong verbal communications skills.
  • Demonstrated mastery of analytical, strategic and creative thinking.
  • Highly developed risk management skills to identify and mitigate various forms of risk through appropriate risk management strategies.
  • Ability to lead through influence and persuade to action across diverse and competitive stakeholders.
  • Ability to translate complex data into meaningful information and communicate this to a wide range of audiences.
  • Demonstrated experience in driving execution at a senior level in a corporate environment.
  • Proven track record in hiring, coaching and developing talent.

Competencies Required:

Adaptability - The ability to adapt to working effectively within a variety of situations; adapts enthusiastically to organizational change and to changes in job demands; approaches change in a positive manner; quickly adjusts and changes behavior to deal effectively with the change

Building Partnerships - Identifying opportunities and taking action to build strategic relationships between one's area and other areas, teams, departments, units, or organizations to help achieve business goals.

Building Strategic Working Relationships - Developing and using collaborative relationships to facilitate the accomplishment of work goals. One who seeks opportunities; proactively works to build effective relationships; Probes for informational to clarify the current situation, Puts a high priority on team and organization goals rather than own goals.

Building Trust - Interacting with others in a way that gives them confidence in one's intentions and those of the organization; one who demonstrates honesty, commitments and behaves in a consistent manner; remains open to ideas and listens to others ideas; supports others by treating them with dignity and respect.

Communication - The ability to effectively express ideas in written and oral context; organizes communications by clarifying purpose and importance; one who maintains audience attention; ensures understanding and seeks input form audience.

Decision Making - Identifying and understanding issues, problems, and opportunities; comparing data from different sources to draw conclusions; taking action that is consistent with available facts and probable consequences; one who commits to action and implements and initiates action in a reasonable time.

Energy - Consistently maintaining high levels of activity or productivity; sustaining long working hours when necessary; operating with vigor, effectiveness, and determination over extended periods of time. One who maintains stamina and maintains effectiveness.

Initiating Action - Taking prompt action to accomplish objectives; taking action to achieve goals beyond what is required; being proactive; one who responds quickly and takes immediate action; one who takes independent action and goes above and beyond.

Leading Through Vision and Values - Keeping the organizations vision and values at the forefront of associate decision making and action; one who communicates the importance of the vision and values and helps others to understand; moves others to action; models the vision and values and rewards individuals for supporting the organizations visions and values.

Negotiation - Effectively exploring alternatives and positions to reach outcomes that gain the support and acceptance of all parties; one who clarifies the situation and identifies points of agreement/disagreement; stays focused on task; develops ideas; facilitates agreement.

Safety Awareness - Identifying and correcting conditions that affect employee safety; upholding safety standards; one who identifies safety issues and problems, takes corrective action and monitors the corrective action.

Strategic Decision Making - The ability to develop strategies and goals that recognize business issues, opportunities, and environment; obtaining information and identifying key issues and relationships relevant to achieving a long range goal or vision; committing to a course of action.

Technical Knowledge and Skills - Having achieved a satisfactory level of technical and professional skill or knowledge in position related area; keeping up with current developments and trends in areas of expertise.

No. of Direct Reports: 4-6


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C&E Awards

The U.S. Talent Acquisition team was awarded a 2012 Candidate Experience Award by the Talent Board. The Talent Board is a non-profit organization that showcases employers who deliver outstanding candidate experiences. This is the second year in a row that Cliffs has earned this award, which is based on feedback directly from our job candidates. Cliffs is the only Natural Resources company to receive this award.

2012 Candidate Experience Award Learn More

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