ABOUT FILSON AND SHINOLA

In 1897 C.C. Filson began outfitting prospectors headed for the Gold Rush with tools and apparel strong enough for the toughest spots on earth. More than 100 years later, Filson remains committed to providing pioneers of all fields around the world with unfailing goods made from the highest quality materials available.

Filson recognizes that it takes a world-class team to make a world-class product. As we build on the Filson legacy of American craftsmanship, we are looking for individuals who share our dedication to innovation, excellence, and superior customer service.

At Shinola, we make beautiful, enduring, handcrafted goods that are built to be lived in, worn out, and well loved. Our thoughtful craftsmanship, timeless design and spirited stories inspire our customers to live well, with confidence & joy—in a style that is uniquely their own! Because we are a growing and evolving company, each employee is a key stakeholder, making decisions every day that directly impact our overall vision and direction. At Shinola, you’ll have the opportunity to make a significant contribution at the start of what we believe will become an iconic American brand.

ABOUT THE ROLE

The Director of Human Resources-HRBP will plan, lead, direct, and coordinate the policies and activities of the HRBP Function for both Filson and Shinola. This director level position is primarily responsible for serving as a strategic partner with executive/senior leaders to influence and guide the development and deployment of strategies, programs, policies, and procedures, ensuring human resources support activities are aligned with the overall business strategy, and overseeing the implementation of organizational change efforts.

This position directs and/or partners in the oversight of HRBPs for Headquarters functions, manufacturing, distribution, customer service and retail for both brands. This role oversees a team of HRBPs in Seattle and Detroit who support the organizations and their needs. This role is also responsible for employee and/or labor relations activities, directs and/or partners on complex HR investigations based on standard or negotiated labor practices.

Key Responsibilities

• Working closely with the Vice President, HR for Filson and Shinola, build and implement a people strategy tailored to the changing needs of the two businesses.
• Understand the company’s strategy and goals and translate those goals into useful HR objectives that support the business strategy
• Represent the business unit’s talent interests within the organization and support leaders in the identification of talent risks
• Provide guidance and oversight to onsite HR employees regarding talent solutions, priorities, results, and accountability.
• Align the organizational structure with the strategic objectives of the organization/business
• Contribute to the design and development of critical HR metrics and assess how trends impact the organization
• Represent the mission, vision and values of the enterprise and design HR programs to help support the organizational culture
• Partner with Centers of Excellence to own the implementation of HR programs, policies, and processes the brands including resource planning, talent acquisition, onboarding, goal setting, performance management, total rewards, employee engagement, leadership assessments and succession planning
• facilitate training, coaching, and support with business leaders in employee development, teambuilding, and performance management
• Partner with leaders on key annual processes such as budget planning, talent assessment & development, and compensation review
• Assists leaders with crafting and following individual development plans
• Provide HR assistance, support, and advice to client group(s) on various HR related issues and needs that arise. This includes collaborating with leaders and legal counsel on employee relations issues including investigating, mentoring, advising, and reporting when necessary.
• Directs and/or partners in the oversight of employee and/or labor relations activities by ensuring team members provide specialized consultation on employee relations (e.g., performance management, employee discipline issues); analyzing and reviewing research and providing recommendations and assistance on employment related regulations both at the State and Federal level; serving as a point of advice, problem resolution, and facilitation for escalated employee relations issues; advising employees and management regarding employee relations policies, procedures, and documentation; managing the research, identification and analysis of employee relations concerns; managing arbitration and negotiation efforts; and defining problem resolution strategies.

Building High Performing Teams and Leading Change

• Provide support to Leadership team on all people and culture related opportunities and challenges to help build and sustain high performance. Serves as a strategic partner to the VP of HR, and departmental leaders to help drive people initiatives to achieve short and long-term business objectives.
• Effectively communicate the organizations mission and priorities to all audiences and collaborate with the team to ensure work and efforts are aligned.
• Ensure independent and open communication amongst all constituencies.
• Lead, coach, and develop senior level leaders, influencing multiple layers of downstream leaders.
• Lead and manage in a vital, growing, and powerful organization within the local community.
• Work across boundaries and ensure the right people are weighing in on decisions early to secure buy-in and commitment to action.
• Demonstrate a sense of urgency about establishing and achieving clear and realistic targets and commitments.
• Review performance and progress on a regular basis to ensure the team is achieving results.

Supervisory Responsibility

• Supervises HR business partners and generalists.

QUALIFICATIONS

• Ten (10) years of experience in HR subject areas, such as business partnering, employee relations, talent acquisition, benefits, compensation, and performance management, including three (3) years of experience leading others is required.
• Bachelor’s degree in human resources management or a related field is required. Professional experience beyond requirement in a related field may substitute for degree requirements on a year for year basis.
• SHRM-CP or SHRM-SCP is preferred.
• Solid understanding of multiple human resource subject areas, including compensation practices, organizational diagnosis, employee and labor relations, diversity & inclusion, performance management, and federal and state respective employment laws.
• Demonstrable track record as a strong partner to the business
• Demonstrable knowledge of employment law, compliance and policy development and implementation
• Excellent communication skills and ability to optimally communicate, both written and verbal at all levels of organization
• Proficient in Microsoft Office
• Ability to facilitate meetings and training sessions
• Proven sensitivity to confidential materials/issues
• Comfortable dealing with ambiguity and responding to changing business conditions/needs
• Proven track record of accurate and timely work product
• Can work in an ambiguous environment
• Player-Coach: Can do the work as well as oversee the work
• Ensures that all Team Members work product is high quality
• Long hours and travel may be expected at times
• Ability to provide empathy and build relationships with team members

Salary Range: $160,000 - $190,000 based on experience and location.

Note: This job description is not meant to be all-inclusive. Employee may be required to perform other duties to meet the ongoing needs of the organization.

Filson and Shinola are an equal opportunity employer. We believe that every employee has the right to work in surroundings which are free from all forms of unlawful discrimination. It is our policy that all decisions involving any aspect of the employment relationship will be made without regard to race, color, sex, religion, age, national origin, marital status, sexual orientation, gender identity, the presence of any sensory, mental, or physical disability, veteran and military status, genetic information, political ideology or any other status or characteristic protected by local, state or federal law. Discrimination and/or harassment based on any of those factors are totally inconsistent with our philosophy of doing business and will not be tolerated.

With regard to applicants or employees with disabilities, the company offers what the law refers to as "reasonable accommodation" to enable a person to perform his or her job.