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International Paper Hr

To build an engaged, high-performing team by creating an inclusive workplace that drives sustainable success globally

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To build an engaged, high-performing team by creating an inclusive workplace that drives sustainable success globally

Strengths

  • TALENT: Robust talent development programs across operations
  • CULTURE: Strong safety-first culture with industry-leading metrics
  • SUSTAINABILITY: Advanced ESG initiatives attracting top talent
  • BENEFITS: Competitive compensation and benefits packages
  • GLOBAL: Diverse workforce across 17,500 employees in 24 countries

Weaknesses

  • DIGITAL: Limited HR technology infrastructure for global scale
  • ANALYTICS: Underdeveloped people analytics capabilities
  • RETENTION: Higher-than-industry turnover in manufacturing roles
  • AGILITY: Slow talent acquisition processes averaging 62 days
  • SKILLS: Skills gaps in emerging technology and digital roles

Opportunities

  • AUTOMATION: Implement AI-driven HR tools to streamline operations
  • DEVELOPMENT: Create specialized training for sustainability roles
  • GROWTH: Tap into Gen Z talent pool interested in ESG careers
  • REMOTE: Expand flexible work opportunities for applicable roles
  • PARTNERSHIPS: Create strategic university partnerships for talent

Threats

  • COMPETITION: Increasing talent war in sustainable manufacturing
  • DEMOGRAPHICS: Aging workforce with 28% eligible for retirement
  • REGULATIONS: Changing labor laws across multiple jurisdictions
  • PERCEPTION: Manufacturing seen as less attractive to new talent
  • ECONOMIC: Labor market volatility impacting compensation strategy

Key Priorities

  • DIGITAL: Modernize HR technology stack for global efficiency
  • TALENT: Develop specialized sustainability talent pipeline
  • RETENTION: Implement targeted retention strategies for key roles
  • ANALYTICS: Build robust people analytics capabilities
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To build an engaged, high-performing team by creating an inclusive workplace that drives sustainable success globally

DIGITAL REVOLUTION

Transform HR through cutting-edge technology solutions

  • PLATFORM: Implement cloud-based HRIS with 95% data integration across all systems by Q3
  • AUTOMATION: Reduce administrative HR tasks by 30% through workflow automation
  • EXPERIENCE: Launch mobile-first employee self-service platform with 80% adoption rate
  • ANALYTICS: Deploy predictive analytics dashboard for workforce planning with 85% accuracy
TALENT MAGNET

Build industry-leading sustainability talent pipeline

  • PARTNERSHIPS: Establish 5 strategic university partnerships focused on sustainability programs
  • BRANDING: Increase qualified applicants for sustainability roles by 40% through EVP enhancement
  • DIVERSITY: Achieve 50% diverse candidate slate for all senior sustainability positions
  • DEVELOPMENT: Create specialized career paths for 100+ employees in sustainability functions
RETENTION CHAMPION

Excel at keeping our most valuable talent engaged

  • PROGRAMS: Implement targeted retention programs reducing key role turnover by 25%
  • ENGAGEMENT: Increase employee engagement score to 85% across all business units
  • FLEXIBILITY: Expand flexible work options to 60% of eligible positions with clear guidelines
  • RECOGNITION: Launch peer recognition platform achieving 75% monthly active usage
DATA MASTERY

Leverage analytics to drive people-centered decisions

  • CAPABILITY: Train 100% of HR business partners on people analytics tools and methodologies
  • INSIGHTS: Deliver monthly workforce insights dashboard to all executive leadership team members
  • PREDICTION: Implement predictive attrition model with 80%+ accuracy for critical roles
  • GOVERNANCE: Establish comprehensive people data governance framework and standards
METRICS
  • Employee engagement score: 85%
  • Critical role retention rate: 92%
  • HR technology adoption rate: 90%
VALUES
  • Safety First
  • Ethics & Integrity
  • Sustainability
  • Teamwork & Inclusion
  • Excellence in Execution
  • Customer Focus
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Align the learnings

International Paper Hr Retrospective

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To build an engaged, high-performing team by creating an inclusive workplace that drives sustainable success globally

What Went Well

  • SAFETY: Maintained industry-leading safety performance with TRIR of 0.63
  • DIVERSITY: Increased women in leadership positions by 5% year-over-year
  • TRAINING: Successfully launched leadership development program globally
  • ENGAGEMENT: Improved employee engagement scores by 3 percentage points

Not So Well

  • TURNOVER: Manufacturing position turnover increased to 16% annualized
  • RECRUITING: Average time-to-fill for critical roles exceeded targets by 18%
  • TECHNOLOGY: HR systems integration project fell behind schedule by 2 months
  • COSTS: Benefits expenses increased 7% above budget projections

Learnings

  • COMPETITION: Market for sustainability talent more competitive than expected
  • PROCESS: Need for streamlined onboarding to improve new hire productivity
  • ANALYTICS: Greater investment needed in predictive workforce analytics
  • PLANNING: Succession planning gaps revealed for key operational positions

Action Items

  • RETENTION: Develop and implement targeted retention strategy by end of Q2
  • DIGITAL: Accelerate HR technology transformation with additional resources
  • SKILLS: Create comprehensive technical skills development program globally
  • PLANNING: Implement robust workforce planning model for critical roles
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To build an engaged, high-performing team by creating an inclusive workplace that drives sustainable success globally

Strengths

  • FOUNDATION: Basic HR systems in place ready for AI enhancement
  • LEADERSHIP: Executive commitment to digital transformation
  • DATA: Extensive historical employee data across global operations
  • EXPERTISE: Small but capable HR analytics team established
  • CULTURE: Growing openness to technology-driven improvements

Weaknesses

  • INTEGRATION: Disconnected HR systems limiting AI potential
  • SKILLS: Limited AI/ML expertise within the HR organization
  • GOVERNANCE: Underdeveloped data management standards
  • RESISTANCE: Mid-manager skepticism about AI applications
  • INVESTMENT: Constrained budget for AI technology adoption

Opportunities

  • EFFICIENCY: Automate 40% of administrative HR processes
  • INSIGHTS: Develop predictive analytics for workforce planning
  • EXPERIENCE: Create AI-powered employee self-service platform
  • DECISIONS: Enable data-driven compensation and promotion
  • TRAINING: Leverage AI for personalized learning pathways

Threats

  • PRIVACY: Data protection regulations increasing complexity
  • ETHICS: Potential bias in AI-driven HR decision processes
  • ADOPTION: Possible employee resistance to AI-powered systems
  • DEPENDENCY: Over-reliance on external AI vendors or solutions
  • COMPETITION: Industry rivals advancing faster with HR tech

Key Priorities

  • PLATFORM: Implement unified AI-ready HR information system
  • CAPABILITY: Build internal AI/ML expertise for HR applications
  • AUTOMATION: Identify and automate key HR workflows with AI
  • ANALYTICS: Develop predictive workforce planning capabilities