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Section Manager, Human Resources

Job ID 694103904 Date posted 08/09/2020
Location : Ishpeming, MI
JobCode : 3161
Position Type : Salary

Description :

Summary of Principle Functions

Provides support, leadership, direction and coordination for site based human resources, absence management, and benefits administration.  Accountable to support the development, adoption and implementation of HR policies and practices that support an employee oriented, high performance culture, emphasizing employee safety, empowerment, productivity, and goal attainment.  Responsible for the recruitment and ongoing development of a world class workforce.

Specific Responsibilities/Essential Functions

  • Consistently demonstrate and act in accordance with Cliffs’ Core Values: Safe Production; Customer Focus; Creating Economic Value; Bias for Action; Trust, Respect, and Open Communication; Group and Individual Accountability; Ethical Behavior; Teamwork; Recognize and Reward Achievement; and Environmental Stewardship.
  • Develop a partnership with all levels of management to ensure human resources function is knowledgeable of and can support site strategic and operating plans;
  • Lead and support management in human resources activities;
  • Oversee and manage benefits and leave programs with a strong emphasis on ensuring that time off is being utilized appropriately and within guidelines;
  • Develop a strong working relationship with local Union leadership and front line supervision in an effort to accelerate and support organizational change;
  • Develop a strong understanding of the business to ensure HR strategies align with business objectives.
  • Implement employee and policy objectives and programs (e.g. hiring policies and procedures, compensation, employee development/talent management, benefits, etc.);
  • Act as internal change agent and advisor to management in efforts to implement and maintain organizational improvements;
  • Advise operations management on human resource initiatives, issues, and concerns;
  • Train across all levels of the site;
  • Oversee and conduct new hire orientation training;
  • Ensure compliance with federal and state employment laws;
  • Strong understanding of the collective bargaining agreement.  Interpret contract language and assist labor relations by representing and supporting management when needed.  Ability to develop, write and present resolutions;
  • Assist with coordination of Talent Management activities for site;
  • Foster and support diversity and inclusion efforts;
  • Provide oversight for site based benefit and leave administration;
  • Ability to function independently;
  • Ability to travel (up to 10% of the time).

Education/Experience Requirements

Education: Bachelor’s degree in Human Resources, or related discipline is required.


  • 5+ years combined experience in a human resources role with increasing responsibility in a manufacturing environment, of which five (5) years in a union environment is required;
  • Must have prior leadership experience and demonstrated ability to influence organizational change;
  • Thorough knowledge of labor and employee relations, contract administration, employment laws, payroll processes, benefits administration, recruiting and hiring, and conflict resolution;
  • Proficiency in Microsoft applications including Word, Excel, PowerPoint, along with working knowledge of an HRIS platform;
  • Must have effective communication skills with the ability to build and develop teams; ability to influence and persuade along with conflict resolution skills;
  • Demonstrate strong managerial courage;
  • Ability to lead, coordinate the work of others, and implement change within the organization;
  • Desire to implement, encourage, and support proactive employee relations;
  • Experience working in a cross functional organization.


Core Business Skills
  • Job Knowledge- Demonstrates a clear understanding of policies and procedures of operation; complies with and applies policies and procedures appropriately.  Keeps current with and effectively applies new work methods, skills and technologies to complete work.  Assesses situation accurately and determines appropriate action.
  • Business Acumen- Makes decisions with a clear understanding of how these decisions affect efficiency, effectiveness and ultimately financial results or how they are tied to the organization's goals and objectives.
  • Continuous Improvement Skill Set- Focuses on processes contributing to positive outcomes.  Looks for ways to streamline work processes, reduce rework, eliminates redundancies.  Motivates others to translate ideas into actions.  Champions incremental improvements in work processes and results.

Working with People

  • Integrity- Is known for honesty with team and management.  Follows through answering questions and requests.  Does not dodge or ignore issues.  Acts on outstanding and poor performance.  Does not "walk by" uncomfortable situations.
  • Trust, Respect, and Open Communications- Treats fellow employees and subordinates with respect; willing to actively listen to others.  Follows through on your promises, or explains when cannot do so. Does not ignore problems, is clear in expectations. Seeks honest input subordinates, allows decision making authority whenever possible, and explains to others the basis for decisions affecting them.
  • Recognize and Reward Achievement- Publicly recognizes the effort put forth by team members during regular crew/department meetings.  Provides training and developmental assignments for team.  Completes Balanced Scorecards reviews in a timely and meaningful manner. Submits promotion materials as appropriate for direct reports. Recognizes extra effort put forth by individuals both informally and by letters to employee(s).
  • Teamwork- Ensures Leader Standard work practices in work area are well understood and direct reports work together to carry the specific tasks out. Participates on BI teams as a leader or team member. Demonstrates cooperation with all departments during planning sessions and provides resources to other areas when needed.

Making a Difference

  • Bias for Action- Values action over theory.  Demonstrates desire to move beyond ideas.  Self generated action.
  • Group and Individual Accountability- Acts as role model.  Consistently lives by company values.  Does not play favorites. Is candid and willing to make unpopular decisions. Clearly defines what expectations are, measures individual work performance against those expectations and gives balanced, consistent feedback. 
  • Customer Focus- Commits team to meeting the expectations of internal and external customers.  Seeks customers' needs.  Acts with customer in mind.  Receives firsthand stakeholder information and assesses it to measure stakeholder satisfaction.  Builds and maintains effective relationships with stakeholders and gains their trust and respect
  • Creating Economic Value- Marshalls resources efficiently and effectively in pursuit of functional or operational goals.  Utilizes and promotes current business improvement processes and procedures to improve current operating methods and techniques identifying and eliminating waste. 
  • Environmental Stewardship- Ensures all site and local environmental related policies, procedures and laws are followed and updated.  Gives feedback on policies and procedures based on job knowledge and experience.
  • Safe Production- Learns, understands and trains others in safety policies, procedures and tools.  Shows commitment to personal safety plan.  Never violates a company policy or guideline regarding safety.  If appropriate to job, expects and inspects for utilization of tools such as Take 5, Workplace Design and Interactions.; plans emphasize execution to accomplish continual improvement to Zero; and holds crew and peers accountable for same.
  • Thinks and Acts Strategically- Takes time to step back and look at big picture before taking action.  Develops 1-year plans to produce results.  Able to simplify issues and implement a plan to address.
  • Change and Adaptability- Strives for continuous improvements in processes.  Constantly challenges current thinking regarding people and processes and recommends changes to improve.  Treats change as an opportunity for learning and growth.

Who We Are

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.

Ready to seek your newest professional adventure? Explore our range of opportunities and join us at Cliffs.

Employee in blue coveralls and hard hat

Employment Opportunities

Cleveland-Cliffs offers opportunities for high-performing individuals in a myriad of technical and professional disciplines. Whether in the field or office, Cliffs fosters an environment that empowers our employees to achieve their highest potential. Regardless of the location, employees will be presented with a challenging and rewarding environment. A competitive compensation package, opportunities for advancement and work-life balance all lead to a positive, passionate career at Cleveland-Cliffs.

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