POSITION SUMMARY: The Director of Human Resources provides leadership and direction in the development and implementation of Human Resources (HR) and Organizational practices. Works with senior leadership to help identify and design initiatives that build talent and contribute to the effective achievement of the strategic business plan. The Director ensures that the organization’s mission, vision, and values are incorporated into the culture of HR operations.
Standards of Performance (each is an essential function):
- Consistently demonstrates sound leadership practices.
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Consistently demonstrates and incorporates principles of safety, loss prevention and risk management for self and others into daily activities and ensures participation in Goodwill safety programs. Attends required safety training and participates in safety drills and exercises. Ensures tools and equipment are always in good working order and uses equipment safely.
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Consistently maintains acceptable level of productivity.
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Requires punctual and regular attendance. Time away from work is approved and taken in accordance with established policies.
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Performs job duties in a prompt, thorough and acceptable manner. Performs duties in a manner that promotes team concept and reflects Goodwill’s mission and ethics, in accordance with Goodwill policies, procedures, CARF standards and generally accepted business practices.
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Works cooperatively with all organization employees, clients, customers, and other persons contacted during performing duties. Shows respect and sensitivity for those with barriers to employment.
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Safeguards company property, including donated goods. Reports any incident of theft, fraud, waste, or unauthorized possession of company property.
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By signing this document, I agree to maintain strict confidentiality in all aspects of my work; comply with privacy policies, including HIPAA Privacy Rule; attend privacy and security training as it relates to this position.
Legal
- Maintains current knowledge of legal requirements and government reporting regulations including but not limited to the Equal Employment Opportunity (EEO), the Americans with Disabilities Act (ADA), state and federal protected leaves, U.S. Department of Labor, Oregon Bureau of Labor & Industries (BOLI), and any other entity typically associated with the Human Resource function.
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Serves as the primary contact with labor counsel and government agencies related to personnel matters. Represents organization in a variety of personnel-related matters such as grievances and hearings, claims, and professional meetings.
Organization & Staff Development
- Advises on and manages strategic HR initiatives such as succession planning, staff training and development, and employee retention.
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Supports timely and consistent employee communication and feedback through meetings, suggestion programs, engagement surveys, focus groups, and one-on-one meetings.
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Monitors the organization’s culture so that it supports the attainment of goals and promotes employee engagement.
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Works on the team that plans, communicates, and integrates the results of strategic planning throughout the organization.
- Keeps the CPO and executive team informed of significant problems or issues.
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Oversees HR staff, identifying opportunities for improvement, development of efficiencies, and the opportunity to work smarter not harder.
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Develops, implements, and monitors operating plan for department.
- Conducts ongoing analysis of all personnel and HR policies, programs, and practices and keeps management informed of new developments. Facilitates annual policy review; develops and writes personnel policy and procedures.
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Conducts annual review of Employee Handbook, periodically communicating results to the organization.
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Serves as subject matter expert for the organization’s HRIS.
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Works with managers to help them carry out their duties on personnel matters.
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Oversees recruitment and develops recruitment plan to build talent and reduce turnover.
- Ensures maintenance and management of personnel records in keeping with industry standards and protocols.
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Functions as advisor to executive leadership team on organizational development, strategic staffing plans, wage analyses, benefits, training and development, and labor relations.
- Provides periodic reports on HR related activities.
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Participates in management and staff meetings and attends other meetings as necessary.
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Prepares and monitors spending of HR budget.
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Works collaboratively with Workforce Development to ensure employee training needs are developed and implemented. Measures impact and effectiveness of training and provides periodic reports.
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Works collaboratively with Chief People Officer to ensure effective new employee orientation and on-boarding processes are in place to ensure new Associates’ success.
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Defines all HR training programs and works with divisional leadership to ensure timely and compelling delivery of training.
Benefits and Compensation
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Oversees the development of benefit orientations and other benefit training.
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Acts in an advisory capacity to executive leadership regarding recommended changes in benefits offered, especially new benefits aimed at employee engagement and retention.
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Develop and review the organization wage and salary structure and pay policies. Participate in at least one biennial salary survey.
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Work collaboratively with executive leadership to establish pay practices and pay policies that help to recruit and retain superior staff.
OTHER DUTIES AND RESPONSIBILITIES:
- The HR Director assumes other responsibilities.
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Actively supports and markets the mission of Goodwill in a management capacity.
WHO YOU ARE:
You are a Director of Human Resources who enjoys understanding the big picture and how both strategic and tactical HR efforts fit into it. You are both analytical and empathetic and appreciate the opportunity to truly make an impact through your efforts. You thrive in a fast-paced environment, and managing multiple, varied projects inspire you. You have an appetite for excellence, demonstrating an unwavering resolve to produce the best long-term results. You believe that the best HR professionals are human-centered, care about employee experience, are fantastic with details, and skilled at providing the highest level of leadership in all aspects of the organization.
Qualifications: To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the required knowledge, skill and/or ability. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions.
Education and Experience:
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Bachelor's degree in human resources, management or other comparable field.
- Five years’ experience in Human resource management, industrial relations, or related field including supervisory experience.
- SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) certification credential or comparable valid certification required.
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Active affiliation with appropriate HR networks and organizations and ongoing community involvement preferred.
Knowledge, Skills and Abilities:
- Broad knowledge and experience in federal and state (Oregon and California) employment law, employee relations and development, HRIS, training and recruitment, and policy development and writing.
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Evidence of the practice of a high level of confidentiality.
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Above average oral and written communication skills.
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Above average organizational skills, time management and personal efficiency.
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Excellent interpersonal and coaching skills.
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Ability to work in grey area acting with sometimes incomplete and best available information. Acting in the best interests of the organization.
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Demonstrated ability to lead and develop HR staff members.
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Demonstrated ability to serve as a successful member on executive management team that provides company leadership and direction.
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Excellent computer skills in a Microsoft Windows environment. Must include Excel and skills in database management and record keeping.
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Demonstrated understanding of HRIS function.
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Able to drive and travel locally and regionally.
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Must pass a criminal background check and pre-employment drug screen.
Certificates, Licenses, Registrations: Must maintain valid Driver’s License, car insurance and reliable automobile and a driving record acceptable to Goodwill’s liability insurance provider.
Work Environment: General office infrequently exposed to atmospheric conditions (temperature, noise, dust, fumes, etc.) Travels locally and out of area.
Certificates, Licenses, Registrations: Must maintain valid Oregon Driver’s License, car insurance and reliable automobile and a driving record acceptable to Goodwill’s policies and liability insurance provider.
