Mission Contribution:

To design, develop, and implement human resources systems aligned to the mission. Develops organizational resources and capabilities necessary to carry out the strategies employed for mission delivery.

Function:

Under the guidance of the VP of Human Resources, the Senior Director of Human Resources key role responsibility is overseeing the human resource's function and driving strategic initiatives to support the organization's growth and objectives.

Essential Responsibilities:

1. Develop an appropriate Human Resources department culture that creates and supports increasing donor value, revenue, profits, and operational efficiency and effectiveness while reflecting the Core Values and Guiding Principles of the organization.

2. Collaborate with HR leadership to establish and implement short-and long-range departmental goals, objectives, policies, and operating procedures.

3. Develop and oversee budgets and manage expenditures for areas of responsibility, including capital expense budgets.

4. Provide strategic guidance and thought leadership to leaders on all aspects of HR, including talent acquisition to fulfill mission employment objectives and supply optimum and effective human capital.

5. Conceptualize, design, develop, and implement mission integrated employment programs.

6. Oversee the Human Resources programs to insure the organization meets its goals for asset protection, accident prevention, and cost reduction.

7. Drive initiatives to foster a culture of innovation, continuous improvement, and employment engagement throughout the organization.

8. Lead the design and implementation of new hire orientation systems to create team member effectiveness on the job, and commitment to the Goodwill Mission, Core Values, and Guiding Principles.

9. Designs, develops, and communicates human resources, risk management system, and human capital metrics to evaluate and establish functional effectiveness.

10. Drive initiative to foster and advance HR performance improvements and risk management aligned to the Mission, Core Values, and Guiding Principles.

11. Lead organizational design and administration of a compensation and benefits program to insure Goodwill is successful in attracting and retaining necessary talent within available resources.

12. Drive change management initiatives to support organizational transformations and other strategic initiatives.

13. Interprets and administers all governmental compliance laws and regulations, as established by the Department of Commerce and Labor relating to Safety, Wage and Hour, Affirmative Action, Equal Employment Opportunity, Worker's Compensation, Unemployment Compensation, in addition to those pertaining to personnel matters as required by the Commission on Accreditation of Rehabilitation Facilities.

14. Oversee employee relations activities, ensuring fair and consistent application of policies and procedures and fostering a positive work environment.

15. Provide guidance and support to HR leadership and managers on complex employee relations issues, investigations, and conflict resolution.

16. Recommends and manages labor, succession planning and staffing levels to accomplish Goodwill goals and objectives.

17. Participates in the development of MDS's operational and strategic planning activities. Participates on the MDS Team to assist the coordination of organizational and operational issues.

18. Participates in the strategic planning process.

19. May be asked to participate in activities outside of local business, including MDS consulting and/or training.

20. Performs other duties as assigned by team leader. Qualifications: • Effective leadership, change management, communication and collaborative skills. Strong action orientation and drive business success. • Design, development, and implementation of human resource systems. • Labor and employment law. • Adult learning theory. • Human Resources and Training policies and procedures, training delivery • Strategic thinker with the ability to anticipate future trends and proactively identify opportunities drive business success.
• Ability to travel as needed

Training & Experience:
• Relevant BS Degree or equivalent experience, MS and professional certification preferred.
• Minimum of seven years of successful experience in business management, preferably in donated goods operations with experience supporting multi-million-dollar revenues and multi-site responsibility.
• Minimum of ten years of progressively responsible HR leadership experience, with a focus on strategic HR management, organizational development, and talent management.

Special Requirements:
• Must be able to work occasional after-hours and weekends. This position may require travel to multiple locations on a daily basis.
• Must possess a valid driver's license, appropriate insurance coverage and a privately owned reliable means of transportation to travel throughout Goodwill territory to visit stores and locations as necessary.

Critical Performance Factors:

a) Talent Acquisition (Salary/Exempt) Backfill Rate (
b) New Hire 30-day (75+%) and 90-day Retention (65+%)

c) Annual Goodwill Retention vs LY towards goal of (51%+)

d) Labor Hours per Donor vs Goal e) Sales vs Budget

f) Group healthcare costs vs expected

g) Role Model Worker % vs Goal

h) Meet SJP & program goals in strategic plan

I have read this job description and CPFs, reviewed them with my team leader, and understand what is required of me.