HR Generalist
International Paper - Memphis, TN

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This position exists to provide a combination of tactical and strategic

support for the REACH Program, while offering a unique development

opportunity for a new HR professional. The key customers are the mills

within International Paper’s domestic manufacturing system, the

candidates for co-op/intern and full-time engineering positions within

the mills, REACH engineers, the REACH Program Manager, and other HR

leaders. This individual will be responsible for assisting with the

development and implementation of an intern program for the

manufacturing organization, screening and marketing co-op and intern

candidates, coordinating career fair efforts for REACH recruiting,

maintaining the candidate database, as well as assist with the

development of the REACH engineers during their first three years with


Key Accountabilities:

• Co-Op / Intern Program Implementation – Assist REACH Program

Manager with establishing a centrally based manufacturing co-op / intern

program for International Paper’s mill manufacturing system. Assist

Program Manager with establishing and implementing a viable co-op/intern

program for the U.S.-based mill manufacturing system. Screen candidates.

Market candidates to mills. Maintain files. Communicate with candidates

to establish high-touch recruitment.

• College Recruiting Support – Provide exemplary support with

various aspects of REACH college recruiting efforts. This individual

needs to be able to multi-task effectively, set priorities, meet

deadlines, and perform with a high degree of professionalism, attention

to detail, and accuracy to establish and maintain positive working

relationships with a variety of internal and external stakeholders, such

as candidates, college career centers, IP managers, recruiters, vendors,


• REACH Core Curriculum Execution – Organize and manage logistics,

materials, scheduling, and other related requirements for REACH

development programs, including tracking and monitoring training

records. Works closely with REACH Program Manager and REACH Development

Council to review and revise the core curriculum as needed. Helps

analyze results from evaluations and ratings on various learning events.

Coordinates all logistics related to rooms, lodging, catering,

equipment, materials, etc., for training and development programs. Works

with the Communications Department to create a Core Curriculum Guide or

other appropriate tools for REACH engineers and their supervisors to use

as development resources for engineering talent.

• REACH / Manufacturing Excellence White Belt Management – Provides

coordination and management of the White Belt program for REACH

engineers, including working with vendor and consultants on logistics

and planning, scheduling waves of sessions, tracking completion,

ordering and maintaining an inventory of materials, etc.

• REACH Development Implementation – Furthers the development of a

“Community of Practice” among REACH Engineers, possibly using tools such

as SharePoint, Sharing Best Practices, LinkedIn, etc. Investigates and

implements appropriate cost-saving recommendations for training and

development opportunities for REACH Engineers. May also facilitate some

classroom and/or web-based training, such as Presentation Skills, Adult

Learning Theory, DDI’s Influencing Others, etc.

Key Challenges:

• The external environment, including technology, competition,


The external market for engineering talent is beginning to open up and

become more competitive once again. This requires more “high touch”

efforts for recruiting and retention of top engineering talent for the

mill system. In addition, the technology and practices involved with

candidate tracking, training tracking, communication with candidates,

etc., continue to evolve.

• The internal environment, including interaction with others,

(both inside and outside the company) policies/practices:

This position will require frequent interaction with faculty,

administration and career service centers at 20+ campuses. While several

“standard” tools are used among many of the career service departments,

some still use their own tools and methods for scheduling and

registering for career fairs and other campus activities. This requires

flexibility and computer skills to be able to adapt to the various

systems in place. In addition, this position will need to maintain

regular communication with the HR departments at all of the U.S.-based

mills. This represents a challenge in terms of the volume of HR

representatives and their varying preferences for communication methods.

• The work itself, e.g., problems, opportunities, change:

The biggest challenge involved is the volume of recruiting work (full-

time and co-op/intern) that needs to happen within a short period of

time—typically August through mid-November—while providing a high degree

of accuracy and appropriate level of contact with the candidates and

mills. In addition, this position will also have to deal with the

challenge of ensuring that the development endeavors do not get

overshadowed during the heavy recruiting months.


This position will significantly impact the future pipeline of

engineering talent for the mill manufacturing system, currently 24 mills

representing more than 60 co-op / intern positions (targeted objectives

for 2013 hiring). In addition, the position impacts the overall college

recruiting efforts for the Mill Manufacturing system in achieving hiring

objectives by ensuring that IP is appropriately scheduled and

represented on targeted campuses. The training and development efforts

with which this position assists will influence more than 200 engineers

per year on a rolling basis.

Knowledge and Experience:

• Strong organization skills with attention to detail.

• Excellent communication and interpersonal skills.

• High level of comfort with computer skills, including database,

SharePoint, and working knowledge of Microsoft Office including Excel,

Word, and PowerPoint.

• Ability to effectively interact with professionals at all levels,

internal and external.

• Demonstrated competence in professional relationship building.

• Able to work independently, prioritize and coordinate multiple


• Time management and deadline focus.

• Adaptability and flexibility.

• Understanding of adult learning theory principles is desired.

• Knowledge of current trends in recruiting practices for technical

talent and best practices related to internship programs is highly



This position may require 25-30% travel. The position allows for

exposure to and development of skills in recruiting, interviewing,

coaching, and training / development aspects of Human Resource roles.

About this company
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For International Paper (IP), business is a global paper chase. It is one of the world's largest manufacturers of printing papers....