Human Resources Leader - Fort Smith

Magnera's purpose is to better the world with new possibilities made real. For more than 160 years, the originating companies have delivered the material solutions their partners need to thrive. Through economic upheaval, global pandemics and changing end-user needs, they have consistently found ways to solve problems and exceed expectations. By bringing together these legacy companies, the distinct scale and comprehensive portfolio of products will bring customers more materials and choices. With a combined legacy of resilience, Magnera will build personal partnerships that withstand an ever-changing world.

The Human Resources Leader serves as a key on-site HR partner, bridging day-to-day HR operations with leadership-level support. This role provides comprehensive human resources support across employee relations, staffing, onboarding, compliance, benefits administration, HRIS management, and performance processes. This role supports both corporate and manufacturing employees and plays a key part in maintaining HR data integrity, ensuring regulatory compliance, and promoting positive employee relations.  

• →Employee Relations & Leadership Support 

• →Serve as the primary HR partner to site leadership and supervisors, providing guidance on policy application, employee relations matters, performance management, and workplace issues. 

• →Coach leaders on effective communication, conflict management, documentation, and corrective action processes. 

• →Assist in conducting employee investigations and support timely, fair resolution of issues. 

• →Champion company core values and promote a respectful, engaged, and inclusive workplace culture. 

• →Recruiting, Onboarding & Talent Support 

• →Lead and execute site-level recruiting efforts, including job postings, screening, interviewing, and selection recommendations.  

• →Coordinate pre-employment screenings, background checks, and onboarding activities.  

• →Facilitate or support new hire orientation and ensure completion of required employment documentation.  

• →Process employee status changes, promotions, transfers, and separations. 

• →HRIS, Reporting & HR Data Management 

• →Maintain accurate employee records, personnel files, training documentation, and compensation data within HRIS. 

• →Track performance reviews and ensure timely completion and documentation. 

• →Prepare routine and ad hoc HR reports, metrics, and trend analyses for leadership. 

• →Serve as site subject matter expert for HR systems and reporting tools. 

• →Benefits, Payroll & Safety Support 

• →Serve as on-site contact for employee benefit inquiries, including new hire enrollment and open enrollment coordination. 

• →Assist with payroll processing, time and attendance accuracy, and audit support. 

• →Partner with Safety leadership on workers’ compensation case management, return-to-work coordination, and related reporting. 

• →Promote a safe, healthy work environment in collaboration with site leadership. 

• →Continuous Improvement & Engagement 

• →Identify opportunities to improve HR processes, employee experience, and operational efficiency. 

• →Support employee engagement activities, training initiatives, and change management efforts. 

• →Act as a trusted resource to employees at all levels, maintaining confidentiality and professionalism. 

• Education: Bachelor’s degree or above in a related field preferred or an equivalent combination of related training, education, certifications and experience 

• Certifications: APHR, PHR or SPHR preferred 

• Experience: 3 – 5 years of progressive HR with 1-2 experience in manufacturing setting.  

• Prior experience supporting leadership and handling employee relations matters required. 

• Primarily office-based with regular presence on the manufacturing floor. 

• Frequent interaction with employees, leaders, and cross-functional teams. 

• Manufacturing environment may involve exposure to heat, cold, and noise depending on location and season. 

• Requires prolonged sitting and frequent bending, stooping and stretching, manual dexterity.  

• The ability to occasional lift and carry of up to 50 pounds.  

• Ability to work outside normal scheduled working hours when needed in a 24/7/365 operation. 

The above statements are intended to describe the general nature and level of work to be performed.  The above statements are not intended to be construed as an exhaustive list of all responsibilities, duties and skills required of the incumbent in this position.  Management retains the discretion to add to or change the duties of the position at any time.