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 POSITION
In this role, you will demonstrate a combination of strong business acumen and significant HR functional knowledge to guide the development of HR strategies required to drive client business success for our Retail brands Filson and Shinola. You will build and execute strong integrated HR strategies and initiatives for our Retail brands and will support their business needs, culture, and objectives. You will be responsible for the implementation and integration of human resource solutions spanning all areas of Human Resources.
Travel is a key component of this position and candidates should be prepared to spend 25-50% of their time traveling to stores. We have a strong preference for candidates based in, or willing to relocate to Detroit, Michigan, but we may consider candidates in Chicago, Illinois.

• Accountable for employment practice discipline including employee relations, risk mitigation, internal policy development, and external employment practice compliance.
• Assess organizational performance systemically, defining talent gaps and proposing appropriate HR solutions.
• Facilitate the development of business strategies in partnership with the leadership team to build organizational focus, efficiency, speed, and business results.
• Serve as a strategic business advisor to Retail leaders on key organizational and management issues.
• Create and execute a lifecycle approach to talent management focused on forecasting, staffing, on-boarding, development, performance management, career/succession planning, talent movement, and retention, leveraging workforce analytics and insights when available.
• Assist divisions in organizational design activities to streamline and implement new organization structures, roles, and/or processes that create speed and efficiency and support rapidly shifting business demands.
• Assist in the development and implementation of change management strategies to support critical evolution of the business and achieve desired business results that are sustainable over time.
• Serve as the recruiter for both brands by posting jobs, facilitating the interview process, giving offers and processing the new hires through Applicant Tracking System, Greenhouse, and payroll system, ADP.
• Coach business leaders on leadership behaviors and practices, employee communication, development and performance management strategies and tactics to promote engagement and a culture of continuous growth and development.
• Supports the implementation of company HR programs, procedures, policy, and practice.
• Maintain collaborative relationships within the organization to share and leverage best practice

QUALIFICATIONS

• 4 year degree in Human Resources or related field preferred.
• General, broad based knowledge and practice of HR competencies: organizational design, performance management, leadership development, talent practices, employment practices, compensation, total rewards.
• Proven consulting skills that link performance to business goals.
• Preferred knowledge of organizational change management practices.
• Proven ability to assess, analyze and communicate business needs; collaborates with and is proactive to partner with HR team to identify and effectively integrate solutions that deliver the desired results.
• Has knowledge of employment law and risk management.
• Uses business knowledge, innovative thinking, and sound judgment to solve problems.
• Challenges the status quo, champions change and influences others to change.
• Demonstrated project management and planning skills
• Works independently to prioritize work, establish goals and produce quality work.
• Excellent communication skills - written and verbal.
• Ability to quickly build relationships, build trust, and successfully collaborate with others to influence the accomplishment of organizational goals.
• Consolidates information from various sources including feedback from others to reach sound decisions.
• Considers the ultimate impact of decisions and actions on internal and external customers.
• Works smart by setting effective work goals, establishing priorities, meeting deadlines, and planning well in order to produce quality work.
• Acts upon opportunities and involves and influences others in the accomplishment of worthwhile organizational goals.

Shinola is 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.