Director, Human Resources

Founded over ninety years ago, Goodwill Industries of the Valleys is committed to the vision of eliminating poverty through our mission of empowering individuals, strengthening families, and inspiring communities.
Goodwill team members are at the heart of this mission.
They are the very individuals we aim to empower, part of the families we want to strengthen, and members of the communities we want to inspire.
Through a team-centered model, Goodwill is more connected to the areas we serve.
Our team members are the ones who drive innovation, further the impact we make for those we serve, and define the very culture of our organization.
What is a team-centered culture exactly? It’s a commitment to team member development, improved and efficient processes, and a dedication to providing the support needed to be successful.
From our retail locations, to our production teams, support staff, and those on the front lines of our mission work, every role within the organization is vital.
Collaboration on all levels, sets up both the individual and the organization for success.
Empowering Individuals • Strengthening Families • Inspiring Communities Mission Contribution The Director of Human Resources will oversee the planning, development, and direction of activities and lead the overall administration of Human Resources.
SUMMARY: Participates in and supervises HR’s tactical execution of initiatives aligned with GIV’s mission, vision, purpose as outlined in its strategic plan’s goals and objectives.
This role works closely with peers across the GIV’s enterprise.
Oversees all tactical elements within the Human Resource department including talent acquisition, employee relations, performance management, engagement, diversity, equity, & inclusion, benefits administration, and/or wellness.
This role will be asked to support intradepartmental functions that support human capital and organizational compliance.
ESSENTIAL DUTIES AND RESPONSIBLITIES: Partners with the Human Resources staff and the organization’s management team to design talent strategies and metrics associated with human capital planning.
Responsible for management and equitable administration of GIV policies.
Champions team member equity in alignment with employment law, federal, state, and local regulations.
Provides recommendation of employment actions to include talent acquisition, performance management, transfers, promotions, demotions, and/or terminations.
Manages employee relations, investigations, and compliant resolution procedure.
Supervises staff to ensure HR processes and programs are effectively and efficiently delivered to all internal and external customers.
Responsible for data management (recordkeeping) processes, integrity, and reporting accuracy.
Ensures accurate and timely distribution of routine reports/dashboards associated with human capital.
Analyzes human capital data and trends to provide proactive and/or ad hoc recommendations.
Manages employee benefit administration and provides recommendations for benefit programs.
Initiates and participates in cross-department initiatives that support organizational and team member development, engagement, and wellness.
Promotes harmonious and progressive organizational culture that respects inclusivity and team member belonging while modeling GIV’s purpose.
Collaborates with business segment leaders to facilitate performance management and talent development to support retention and career development.
Responsible for invoice review, reconciliation, and/or approvals within area(s) of responsibility and oversight.
Provides direct support to Human Resources team.
Promotes professional development through conference attendance, online training, etc.
Actively participates in organizational meetings, committees, and work groups as assigned.
Cultivates mutually beneficial professional relationships to advance GIV’s mission and/or brand.
Performs other related duties as assigned.
Responsible for modeling professionalism and stewardship of GIV’s brand and image through effectively managing GIV’s policies and procedures, application of laws, and professional integrity as outlined by Society of Human Resources Management QUALIFICATIONS: Advanced degree in Employee Relations, Human Resources, Human Relations, Business Administration, or related field or a combination of education and experience preferred; Four years of professional effective and compliant human resource administration, including two years in employee relations preferred OR its equivalent through training, education, and other experience; SHRM-CP or SHRM-SCP preferred.
Knowledge, Skills, and Abilities Evidence of performance management and coaching necessary for team member development.
Demonstrates curiosity and initiative in fulfilling duties and responsibilities Policy creation, management, and administration.
Effective communication and presentation skills.
Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.
Ability to assert influence to give alignment and synergy across business units.
Ability to remain tactful, calm, and persuasive in controversial and/or confrontational situations.
Physical Requirements Prolonged periods sitting at a desk and working on a computer.
Must be able to lift up to 15 pounds at times.
Special Requirements Must be able to work occasional after-hours and weekends.
This position may require travel to multiple locations.
Must possess a valid driver’s license and provide proof of insurance to drive a personal car for company business.
Must have an acceptable motor vehicle record based on GIV’s guidelines to drive a company vehicle.
Key Performance Indicators (KPI) Accurate processing and determination of pay rates in accordance with Goodwill Industries compensation philosophy and applicable labor laws.
Retention Rate (New Hire, Monthly, and Annual) Internal service levels between HR department and other business units.
CERTIFICATES, LICENSES, REGISTRATIONS A valid driver’s license and the ability to provide proof of insurance is required to drive a personal car on company business.
Additionally, an acceptable motor vehicle record based on Goodwill guidelines is required to drive a company vehicle or to transport program participants.
Must be able to be trained in the use of company software systems such as payroll, human resources, and budgeting systems.
AMERICANS WITH DISABILITIES SPECIFICATIONS Physical Demands The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job.
Reasonable accommodations may be made to individuals with disabilities to perform the essential functions.
While performing the duties of this job, the employee is required to stand; walk; sit; use hands to finger, handle, or feel objects, tools or controls; reach with hands and arms; climb stairs; balance; stoop; kneel; crouch or crawl; talk or hear.
The employee must frequently lift and/or move up to 50 pounds.
Specific vision abilities required by the job include close vision, distance vision, peripheral vision, depth perception, and the ability to adjust focus.
Work Environment Work environment characteristics described here are representative of those that must be met by an employee to successfully perform the essential functions of this job.
Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
While performing the duties of this job, the employee is not normally exposed to weather conditions.
The noise level in the work environment is moderate.