Human Resources Specialist

Human Resources Specialist (People Experience Specialist)

Who We Are

Essity is a global leader in health and hygiene headquartered in Stockholm, Sweden, with a North American headquarters located in Philadelphia, PA. We are a multi-billion-dollar company with a purpose to break barriers to well-being for the benefit of consumers, patients, care givers, and customers across the globe. We do this through innovations in our Professional Hygiene, Personal Care, and Health & Medical business units that provide hygiene and health solutions to over a billion people every day worldwide.

Working at Essity is more than a career, it is where you will play your part in a better future, to improve well-being for people and have opportunities to drive positive change for society and the environment. As an employee at Essity, you will belong to a team where you feel valued, are safe, supported to grow and challenged to generate business results in a friendly and open atmosphere.

About the Role

The Human Resources Specialist (People Experience Specialist) reports directly to the People Experience (PEX) Manager for Menasha and works very closely with this manager onsite to translate people priorities into effective workforce practices and a consistent, positive employee experience. Through day-to-day collaboration, regular alignment on priorities, and timely sharing of employee and workforce insights, the Specialist supports the PEX Manager in delivering site people initiatives and partnering with Menasha site leaders. The role strengthens manager capability, constructive labor relations, talent processes, and digital adoption while identifying opportunities to improve how people services are delivered. Under the onsite PEX Manager’s direction and in coordination with People Experience, Talent Acquisition, Labor Relations, and specialist teams, the Specialist brings practical insight, sound judgment, and cross-functional coordination to site priorities. Payroll involvement is limited to site-level coordination and issue escalation rather than routine payroll processing; complex matters and approval decisions remain with the PEX Manager, appropriate leaders, and specialist teams.

What You Will Do

Recruiting, and Employee Lifecycle

• Work closely with the onsite PEX Manager, hiring managers, and Talent Acquisition to align hourly recruiting and onboarding with agreed site staffing priorities, enabling timely hiring decisions and a strong candidate-to-employee experience.

• Review candidate, staffing, and employee lifecycle information with the onsite PEX Manager to inform workforce discussions, anticipate coordination needs, and strengthen continuity across hiring and employment transitions.

Employee Relations and Manager Partnership

• Serve as a trusted point of contact for employee concerns in close partnership with the onsite PEX Manager, promote consistent issue resolution, and support investigation fact-finding with discretion, objective documentation, and timely escalation of sensitive matters to the PEX Manager and appropriate specialist teams.

• Support the onsite PEX Manager in coaching managers on established attendance, performance, feedback, and corrective action practices, strengthening confidence, consistency, and accountability while aligning guidance and ensuring appropriate reviews and approvals.

• Partner with the onsite PEX Manager to champion employee listening, recognition, and engagement, helping leaders translate feedback into practical actions and consistent communication across shifts while modeling Essity's Beliefs & Behaviors.

Labor Relations and Contract Stewardship

• Work alongside the onsite PEX Manager to foster constructive union relationships through effective labor-management forums, joint committee engagement, and disciplined follow-through; contribute bargaining insights and coordination and support implementation of ratified agreements in alignment with the PEX Manager and Labor Relations.

• Promote consistent application of approved master and local agreements, side letters, and established practices, working closely with the onsite PEX Manager, site managers, and specialist teams on attendance, seniority, overtime, vacation, and pay-related provisions.

• Coordinate the grievance process in close partnership with the onsite PEX Manager through accurate fact-finding, clear documentation, timely correspondence, and arbitration readiness; keep the PEX Manager informed of case progress and elevate potential settlements and precedent-setting interpretations for appropriate approval.

• Identify recurring contract questions and emerging labor relations issues, sharing insights promptly with the onsite PEX Manager to help site leadership and People Experience address concerns early and engage Labor Relations when specialist direction is required.

Leave Coordination, Compliance, and Risk Awareness

• Support the onsite PEX Manager in reinforcing sound people practices through confidential record stewardship, audit readiness, and proactive identification of process gaps, partnering with specialist teams on compliance reviews and aligning corrective follow-through with the PEX Manager.

• Work closely with the onsite PEX Manager, leave and accommodation specialists, and site managers to enable consistent, well-coordinated employee leave and return-to-work experiences, including Family and Medical Leave Act (FMLA) cases, while safeguarding confidentiality and following applicable requirements and specialist guidance.

Payroll Partnership and Issue Coordination

• Act as a site liaison to Payroll in coordination with the onsite PEX Manager, helping managers route timekeeping and pay-related questions to the appropriate owners and coordinating resolution of escalated exceptions; routine timecard review and weekly payroll processing are outside the role’s primary scope.

• Surface recurring payroll-related concerns to the onsite PEX Manager and partner with Payroll and site leaders on agreed communication and process improvements, providing site context for audits or reporting as needed.

Digital Enablement and Continuous Improvement

• Coordinate and deliver site-level adoption activities for approved people technologies under the onsite PEX Manager’s direction and in partnership with People Experience, HR Services, and IT, aligning readiness, communication, and learning support to the needs of employees and managers across shifts.

• Review adoption measures and employee feedback with the onsite PEX Manager to identify barriers, strengthen self-service capability, and coordinate engagement with technical owners on issues that affect the employee experience.

• Identify and implement people process improvements in close partnership with the onsite PEX Manager, aligning priorities for digital workflows, data quality, and service handoffs to reduce manual effort while protecting confidential information.

Who You Are

Required Qualifications

• Bachelor's degree in Human Resources, Business Administration, or a related field, or equivalent relevant experience.

• HR operations or generalist experience partnering with employees and managers to deliver people priorities and effective employee lifecycle practices, preferably in manufacturing.

• Experience supporting a union workforce, applying approved contract interpretations, or coordinating grievances in partnership with HR or Labor Relations.

• Working knowledge of employment policies and applicable U.S. and Wisconsin requirements, with sound judgment in handling confidential matters and recognizing when specialist guidance is needed.

• Strong stakeholder partnership, communication, coaching, and problem-solving skills, with the ability to work in close day-to-day partnership with an onsite PEX Manager, influence without formal authority, and translate aligned priorities into clear, well-executed actions.

• Ability to balance competing site needs in alignment with the onsite PEX Manager, proactively share updates and escalate concerns, draw practical insights from HR systems and reports, and advance digital adoption and continuous improvement with accuracy and disciplined follow-through.

Preferred Qualifications

• Experience using Workday or a comparable enterprise HR platform to enable effective people processes and informed decision-making.

• Experience partnering with centralized HR Services, Payroll, and Benefits teams to deliver coordinated services for multi-shift hourly and salaried manufacturing populations.

• Experience contributing to grievance resolution, bargaining preparation, arbitration readiness, or constructive labor-management forums.

• Experience advancing employee engagement, learning, talent processes, or digital change initiatives through stakeholder engagement and adoption improvement.

• Professional HR certification, such as SHRM-CP, PHR, or an equivalent credential.
  

What We Can Offer You

At Essity, we believe every career is as unique as the individual and empower employees to reach their full potential in a winning culture motivated by a powerful purpose.

Compensation and Benefits:

Expected Compensation:

Competitive annual salary + annual incentive bonus + benefits

Pay offered may vary depending on multiple individualized factors such as knowledge, skills, and experience.

Along with competitive pay you will be eligible for the following benefits:

• United Healthcare PPO / EyeMed Vision Insurance / Delta Dental Insurance
• Wellness program provided through Rally
• Healthcare and Dependent Care Flexible Spending Accounts (FSA)
• 401(k) with employer match and annual employer base contribution
• Company paid Basic Life, AD&D, short-term and long-term disability insurance
• PTO offering with Paid Holidays
• Scholarship program for children of Essity employees.

Additional Information

The Company is committed to equal employment opportunity and providing reasonable accommodations to qualified candidates and employees pursuant to applicable law. We value and encourage diversity and solicit applications from all qualified applicants without regard to race, color, gender, sex, age, religion, creed, national origin, ancestry, citizenship, marital status, sexual orientation, physical or mental disability, medical condition, military and veteran status, gender identity or expression, genetic information, or any other characteristic protected by federal, state, or local law.

If you require reasonable accommodation as part of the application process please contact EssityHRNorthAmerica@essity.com

Together, we are improving lives, every day

Working at Essity is not just a career; it is a chance to directly make the world a healthier, more hygienic and safer place. With impactful innovations coupled with sustainable solutions, we strive to reach more people every year with the necessary and essential solutions for well-being.

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