Human Resource Generalist
Central States Manufacturing, Inc. (CSMI)
Lowell, Arkansas
www.CentralStatesMfg.com

THE ETHOS

“As employee-owners of the company, each team member at Central States Manufacturing, Inc. (CSMI) is passionate about helping their customer's business grow. That is why everyone from the roll-forming operators to the delivery drivers work together to get each order right, on time, every time. CSMI manufactures and delivers high quality metal building components to post frame, commercial and residential customers in the central portion of the United States. In appreciation of their customers, they are devoted to exceeding expectations. It is their promise to maintain total honesty and integrity with everyone their lives may touch.”

OVERVIEW

Due to rapid expansion, an experienced Human Resources Generalist is being recruited to join the Central States Manufacturing team. 

CSMI is among the leading fabricators of high quality steel building products in the United States.   The employees of CSMI are all employee-owners through an Employee Stock Ownership Plan (ESOP).As vested owners, all employees are intrinsically motivated to see the company succeed.

There are presently five manufacturing and distribution sites: one at the headquarters in Northwest Arkansas, plus centers in Indiana, Texas, Alabama, and North Carolina.  The company’s retail division, Metal Central, has sales outlets located within the Lowell and Jasper plants, as well as, a stand-alone facility in Little Rock, Arkansas. The company currently has approximately 370 employee-owners.

THE COMPANY

CSMI’s corporate headquarters are in Lowell, Arkansas.  The founders, Carl and Rick Carpenter (father and son) started the company 1988.   One of CSMI’s most valuable assets is its reputation. For years, the company has worked aggressively to leverage its reputation and strong relationships with leading building materials distributors, building contractors, suppliers, and architects who recognize the importance of bringing projects in on time as well as on budget. It has done this by developing a keen understanding of the industry, the nature of building projects and project management, and its own capabilities. The results have produced satisfied and loyal customers.

Due to its unique culture and leadership style, CSMI achieves a level of productivity and commitment unequaled by its competitors.  CSMI credits its success to numerous fronts, one of which is the commitment to Open Book Management a concept discussed extensively by leadership expert, John Case (www.openbookmanagement.org). From the Open Book website,

“In its simplest form, Open-Book Management is a way of running a company that gets everyone focused on building a better business - helping the business be more successful. It teaches all employees the goals of the company and how they can make a difference - both individually and as part of a team. Open-Book Management works because employees get a chance to take responsibility rather that just 'doing their job'. Each employee knows enough about the company to understand how their actions will affect their stake in the outcome.

CSMI is exceptionally transparent and that transparency example is set by the Chairman, Co-Founder and majority stockholder, Rick Carpenter, and carried through by the strategic, day-to-day leader and President, Donna Leger.  The current executive management team  of George Glover, Executive Vice President of Sales -  John Williams, Vice President of Commercial Sales - Gary Crainshaw, Vice President of Component Sales - David Mann, Vice President of Operations - Jon Lewis, Vice President of Purchasing - Vince Tate, Chief Financial Officer, and Ladena Lambert, Director of Human Resources further models the transparent, open-book paradigm.

CSMI’s success is also based on its commitment to five core values.  These values have roots based on the values found in Rick Carpenter’s Christian faith and are fundamental to all aspects of the company. Like the rest of the leadership team, the successful candidate will need to embrace these values and live them out in a genuine sense.

• Integrity
• Excellence
• Accountability
• Success/Quality of Life
• Financial Success

Please note that while profitability is a core value, it is not more important than the others.  All five values are important and emphasized.

CSMI has a competent, vibrant leadership staff, and there is a sense that people enjoy their work and are highly motivated.  It is a dynamic and exciting time within this company. The company and senior leadership are described with terms like “visionary, entrepreneur, risk-taking, freeing, creative, and committed.”  Rick and Donna are described as strong, winsome team players, effective at casting vision and desiring to release competent people to do their jobs with a true sense of empowerment.  This warm and relational spirit sets the tone for the team. 

The Human Resource Generalist will report to Ladena Lambert, Director of Human Resources, who in turn reports to the President, who along with the Chief Financial Officer, report to the CEO.  The CEO and President work closely with the Executive Management Team (EMT) located at the company’s corporate headquarters in Lowell, Arkansas. 

CSMI’s management team is a close-knit group working as an integrated team in order to continually innovate and improve as it delivers top performance. A candidate’s management style and relational skills are of specific interest. This is a position for a team player.  This new leader will manage people as well as process, and must be able to lead and earn respect of others—supervisors and peers, as well as subordinates. While getting the job done and being part of the ownership may prompt an overly industrious work ethic, leadership holds people accountable for having balance in their lives.  

The benefit of everyone being an owner is the collective desire to want the company to be successful (quarterly and annual incentive plans are available to all employees), and it is a principle of leadership that creativity and participation is not stifled but rather encouraged.  Humility, a sense of being down to earth and putting the 370 employees/co owners first, is a valued standard at CSMI.  Being agile and fast are also precepts held by the company.

Right, On Time, Every Time is one of CSMI’s prime strengths. The company is widely recognized for its ability to fabricate simple or complex steel building components to exacting tolerances and then delivering on its commitments within tight schedules.  The company also focuses on keeping costs low and being efficient. 

Even with a casual environment and management style, there is an underlying seriousness and purposefulness with an inherent understanding that there is a lot of important work to accomplish.  The office environment reflects an energized, participative, creative, informal, yet professional approach to making the company successful.

KEY ATTRIBUTES

The successful candidate will be hands-on, high energy, a self-starter, have a knack for details and a commitment to continuous improvement. Others must view this person as a positive leader and strong team player. While sometimes the hours may be long, one’s life is expected to stay in balance, being able to get the job done without sacrificing a personal life. The quality expectations for this position are high but realistic.

The highest personal and professional integrity is required. The successful candidate will be a confident person with strong character who is loyal, yet able to stand on principle and diplomatically express his or her positions.

POSITION

The HR Generalist is responsible for management of functions relative to Compliance, Full-Cycle Talent Management, Retention, Compensation, Benefits, Reporting, Processes and Employee Relations. 

Job Duties and Essential Functions

• Serve as a resource for employees regarding policies, procedures, handbook content, retirement plans, paid time off, leave of absences, employee assistance, insurance benefits, etc.
• Research labor market, wage surveys, and industry to determine appropriate compensation structures that align with company strategy for all locations and positions.
• Be involved with Workers Compensation cases as needed.
• Be responsible for providing an effective employee orientation process for all locations, in support of company mission, values and goals.
• Develop and/or conduct training courses as needed for employees in a variety of areas potentially including handbook content, harassment prevention, benefits, team building, etc.
• Provide guidance to supervisors/managers as needed on performance evaluations, counseling, retention, employee development, documentation, compensation and other areas to ensure effectiveness, compliance, and equity within organization.
• Serve as a valued business partner within the organization—a true business advisor (not a policy, policing, or counseling paradigm, but someone whose passion is increasing bench strength and talent).
• Manage records relative to hires, transfers, promotions, compensation, performance reviews, terminations, employee development, and employee statistics for internal and government reporting.
• Be responsible for tracking turnover, conducting exit interviews, determining resulting trends and patterns, and providing appropriate relative feedback and recommendations for company leaders.
• Be involved in all facets of benefits including selection, changes and administration.
• Be involved with recruiting needs of company.
• Be responsible for learning and understanding company culture and creating and/or driving appropriate employee retention programs/processes with leaders throughout the organization.
• Maintain knowledge of HR and the ability to train on related laws and requirements and government reporting regulations and ensures company policies, procedures, and reporting are in compliance.

Minimum Qualifications

• Bachelor’s degree from an accredited college or university and PHR or SPHR certification, plus three to five years of experience in Human Resources, or equivalent combination of education and experience, preferably within a manufacturing environment.
• Microsoft Office proficiency, especially with Excel.
• Strong organizational and planning skills.
• Strong strategic thinking and problem solving skills.
• Sound business and day-to-day judgment.
• Ability to read, analyze and interpret technical HR reports, legal documents, and basic financial information.
• Strong interpersonal skills to effectively respond to common inquiries from employees, regulatory agencies or members of the business community.
• Must embrace CSMI’s core values.
• Ability to advance to a supervisory role dependent on company growth; ability to serve as “Back-Up” HR Director as needed.

Additional Desired Competencies/Abilities

• High learning ability and agility.
• Leading by example is foundational.
• Frequent, open, clear and effective communication, verbally and written, with subordinates (when applicable), peers, managers and executives is essential and expected.
• While strong HR generalist technical skills are required, CSMI would welcome a candidate bringing cross-functional experience.
• Demonstrated leadership experience in HR or other discipline.
• Ability to establish a constructive and informative relationship with employees, management, and executives; a high “EQ.”
• Excellent interpersonal skills in the areas of conflict resolution, change management, negotiations and effective listening and communications.
• Ability to encourage and build mutual trust, respect, and cooperation among CSMI team members.
• Willingness to take on responsibilities and challenges, offer opinions and direction.
• Ability to speak fluent Spanish is a plus.
• Be a person of high integrity, down-to-earth and trustworthy.

LOCALE

Northwest Arkansas is a wonderful place to live.  Economically, the area has been one of the fastest growing parts of the U.S., with the largest economic contributors being Wal-Mart and Tyson Foods.  There are many new shopping centers, upscale housing developments, mega-churches, schools, and large medical centers. 

Additionally, this is part of the stunning Arkansas Ozarks, where fishing, hunting, boating, hiking and other outdoor sports abound.  The surrounding areas are plentiful with beautiful woods, flowing streams, and pristine lakes. Beaver Lake, a deep blue lake of 30,000 acres, and the Buffalo National River are some of the finest examples of “The Natural State.” Outdoor Life Magazine ranked the town of Rogers #20 of Top 200 Towns for Outdoorsmen 2008.

School districts consistently ranked as the finest in the state (Rogers High School one of Newsweek’s top 100 schools in U.S.), and Kirksey Middle School was one of 86 “Diamond Schools to Watch” nationwide in 2007. The University of Arkansas (18,000+ students, recent $1 billion Campaign for 21st Century) ranked in the top tier of America’s Best Colleges in 2008 (U.S. News & World Report). Also, nearby is John Brown University, a fine Christian school (www.JBU.edu) also ranked among top Universities.

The cost of living is about 10% below national average, and in 2010, CNN named Rogers (next to Lowell) one of the top 10 best cities in which to live in the United States.  Check out the cost of housing at:  http://www.relohomesearch.com/USA/AR/lowell.aspx.

SUMMARY

Any interested parties are encouraged to contact The Ardent Search Company.  All candidates will go through its screening process.  This Opportunity Profile may be forwarded to any potentially interested person.

Our client is an equal opportunity employer and does not discriminate on the basis of race, age, color, religion, sex, national origin, or physical handicap.

We fully respect the need for confidentiality of information supplied by interested parties and assure them that their backgrounds and interests will not be discussed with anyone, including our client, without their prior consent, nor will reference contacts be made until mutual interest has been established.