We are a global company with 2300 employees around the world, but we maintain a close-knit family atmosphere that comes with being a privately-held company. We’re rich in history and tradition, but innovation drives us to deliver best-in-class product solutions and highly rated customer experiences.  Focus on our employees and company culture results in meaningful employee engagement across the organization. Our Guiding Behaviors of Living our Values, Honoring our Brands, Inspiring our People, Centering on our Customers, and Preserving the long term success and legacy of our Company are the foundation on which we build our future.

This Contract role is based onsite for daily in-person work. At Red Wing, regardless of working in roles that are fully remote, onsite, or hybrid, what matters most is working together, staying connected, and putting care into everything we do.

Key Responsibilities:

• Recruitment & Onboarding:
  In partnership with Talent Acquisition, manage the end-to-end recruitment process, including job postings, interviewing, and facilitating new employee onboarding, including new employee education on benefits, resources, and talent processes.
• Employee Relations:
  Serve as a point of contact for employee concerns, addressing workplace issues and resolving conflicts in a timely and professional manner.
• Employee Engagement:
  Maintain an ongoing pulse of the employees within the assigned area, ensuring a people-first culture is a priority where employee voices are heard and valued; partner with leaders to develop and execute employee engagement action plans.
• Performance Management:
  Advise on performance management, assisting in the facilitation of continuous conversation best practices and annual performance management processes.
• Compliance & Recordkeeping:
  Ensure the company is compliant with federal, state, and local labor laws. Maintain accurate employee records, including entry of new hires, terminations, and any legal documentation.
• Training & Development:
  Coordinate employee training programs and development initiatives, as well as maintain employee training records.
• HR Reporting:
  Prepare and analyze HR metrics, such as turnover rates and employee satisfaction, to support decision-making and strategic planning.
• HR Policies & Procedures:
  Assist in the development, communication, and enforcement of HR policies and procedures, ensuring consistency across the organization.

Experience:
At least 4 years relevant work experience, with 2+ years of HR Generalist experience demonstrating a strong understanding of HR processes, employee relations and best practices. Preferred experience also includes relevant certification such as SHRM-CP or PHR

Skills:

Strong communication and interpersonal skills

Strong big-picture thinking with ability to translate and move strategies into action and results

Desire to work cross-collaboratively with broader human resources team and internal/external employees of all levels

Ability to handle sensitive and confidential information

Proficiency in HR software and Microsoft Office Suite

Knowledge of employment laws and regulations

Problem-solving and conflict-resolution skills

Red Wing Shoes is an Equal Opportunity Employer.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities.
Individuals with disabilities needing assistance in completing an application may contact [email protected] or call 651-388-8211.

Please view Equal Employment Opportunity Posters provided by OFCCP at https://www.dol.gov/ofccp/regs/compliance/posters/ofccpost.htm

All offers of employment are contingent on satisfactory results of a background check.

Red Wing Shoe Company, Inc. is a drug-free workplace.

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)