Vice President of Human Resources

The Vice President of Human Resources at Goodwill Central Texas will embody and promote our core values: Be Caring, Be Innovative, and Be Accountable. This role is essential in furthering our mission of "Transforming lives through the power of education and work." The ideal candidate will develop and implement innovative human capital strategies that align with our mission and values while promoting a culture of caring and inclusion. Key responsibilities include driving HR initiatives such as succession planning, talent management, change management, organizational and performance management, training, leadership development, benefits, compensation, and compliance.

This role requires exceptional execution and innovative solutions to meet the evolving environment and competitive market demands. The VP of HR will be instrumental in elevating team member satisfaction and engagement through strategic direction and expertise in HR functions. Join us at Goodwill Central Texas, where you will play a pivotal role in transforming lives through education and work, while fostering a caring, innovative, and accountable workplace

Essential Duties & Responsibilities

• Creates an environment and culture that focuses on fulfilling the company’s mission, vision, and values.
• Acts as an advisor and partner to the executive leadership team with regards to leadership, coaching, engagement, DE&I efforts, organizational design, change management, and learning & development.
• Develops and executes people-related strategies that are in support of the overall business plan and strategic direction of the organization.
• Drives talent strategies for GCT through progressive and innovative human capital strategies.
• Leverages a strategic mindset and significant executive experience to inspire and shape the direction of our mission-driven people-focused efforts.
• Promotes inclusion in the workplace and reinforces our position as a diverse, equitable, and inclusive employer.
• Leads our employer branding efforts, ensuring our employer brand is complimentary to the GCT brand and is effective in attracting talent.
• Develops and maintains a comprehensive compensation and benefits strategy that enables GCT to recruit and retain Team Members at all talent levels.
• Leads and develops a People & Culture team, focusing on their development to deepen their impact on GCT.
• Ensure HR policies and procedures reinforce a high-performing, innovative and mission-driven culture.
• Manage and track all Team Member performance against goals for the continual growth and continuous improvement of all Team Members.
• Implement HR metrics around culture leadership and Team Member engagement.
• Drive a culture of performance, results, and positive Team Member relations.
• Enhance the organizations’ learning and development initiatives, including training, upskilling, Team Member development, mentoring programs, etc.
• Work with the CFO in health plan management, including strategy, development, and administration.
• Serve as GCT’s Compliance Officer, maintaining an effective program of compliance with laws and regulations related to human resources.
• Effectively manage/balance cultural and organizational nuances and build credibility with leaders, managers, and Team Members.
  
  

Supervisory Responsibilities

This position has supervisory responsibilities over several leadership positions in People & Culture, Learning & Development, Employee Engagement, Diversity, Equity, Inclusion, and Belonging, and Talent Acquisition.

Preferred Qualifications

• Undergraduate degree in organizational leadership, human resources, finance or equivalent experience. Graduate degree preferred.
• At least 10+ years of senior human resource leadership experience in a senior leadership role in a nonprofit or for-profit organization that has comparable scale and complexity.
• At least 5+ years serving as an the most senior human resource executive for his/her organization.
• Senior Professional in Human Resources (SPHR) certification required.
• Experience working with a diverse workforce, including individuals with disabilities, second-chance employees, those overcoming homelessness, mental health challenges, and other significant life obstacles and barriers to employment.
• Track record of being a change agent; consultative in approach and able to develop solutions that meet the needs of the organization
• Successful experience upgrading HRIS systems, enhancing user experience, implementing process improvements, and establishing more efficient practices.
• Technologically savvy, understanding how the effective use of technology can drive efficiencies throughout the human resources function.
• Leadership gravitas - possess referent power underpinned by competence and an undisputed delivery track record
• Track record of decreasing large staff turnover and implementing systems and policies that drive increased retention.
• Strategic thinking skills to work with the CEO and executive team to set direction and reinforce GCT culture.
• The ability to fully engage the workforce to ensure “consistent commitment” to the organization’s mission, vision, values, and strategic goals.
• Be a cultural leader -- ability to Inspire, motivate, and develop subordinates to their full potential around shared goals and values.
• Intellectually sharp and clearly capable of thinking on his/her feet while demonstrating outstanding business judgment along with a passion for mission-centric outcomes.
• Strong community awareness and astuteness.
  
  

Physical Requirements

• Extended periods of sitting, standing, walking, bending, twisting, and reaching.
• Light work that includes lifting and moving up to 15 pounds.
• Ability to communicate with others to exchange information.
• Ability to assess the accuracy, neatness and thoroughness of the work assigned.
  
  

All qualified applicants will receive consideration for employment without regard to race, color, sex, sexual orientation, gender identity, religion, national origin, disability, veteran status, age, marital status, pregnancy, genetic information, or other legally protected status. Post offer background check is required to ensure applicant meets all eligibility requirements for the assigned customer/location. Alternative work locations may be offered as appropriate.