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