Goodwill of Colorado

Job Description

Applications due by November 15, 2024

Pay: $170k - $185k

This full-time position is eligible for Medical, Dental, Vision, Short Term Disability, Life/Accidental Death and Dismemberment, Flexible Spending Accounts, Long Term Disability, and several voluntary supplemental benefit offerings. In addition, these positions are eligible for paid time off in the form of vacation, sick, holiday, floating holiday, jury duty and bereavement leave. All employees may also make pre-tax or post-tax (Roth) contributions to our retirement plan – must be 18 years of age to participate. Goodwill of Colorado is a Public Service Loan Forgiveness Program (PSLF) eligible employer.

Location: Must reside in Colorado Springs, Colorado or be willing to commute from within the state of Colorado.

JOB SUMMARY:

The Vice President of Human Resources is responsible for providing strategic leadership while executing the overall human resource function of Goodwill of Colorado’s 3,000-person workforce. It is critical for the individual to establish credibility and solid relationships with individuals at all levels inside & outside of the organization including Goodwill leadership, managers, outside counsel and staff in order to effectively design and execute talent acquisition & retention, talent management & development, and organizational development initiatives.

ESSENTIAL FUNCTIONS:

• Responsible for the creation and implementation of the organizational development and human capital strategy for the company.

• Collaborates with Executive leadership to define the organization’s long-term mission and goals; identifies ways to support this mission through talent management.

• Drives the overall employment philosophy of the organization.

• Identifies key performance indicators for the organization’s human resource and talent management functions.

• Researches, develops and implements competitive compensation, benefits and employee incentive programs.

• Drafts and implements the human resources budget.

• Directs the development and implementation of organizational policies, goals and objectives encompassing all aspects of human resources.

• Provides guidance and leadership to the human resource management team

• Provides support and advice to the Executive Team and managers concerning human resource issues.

• Creates an environment that encourages leaders and foundational employees alike to turn to HR for proactive solutions.

• Manages resources to provide cost effective services that drive competitiveness and strategic advantage.

• Creates and delivers briefings to executives and the board.

• Collaborates with managers and Executive Team peers to create a learning culture and environment where employees are given challenging and rewarding work, provided the tools and incentives to sustain high performance, appreciated for the contribution they make and achieve personal satisfaction through the efforts they put forth.

• Establishes/refines learning and developmental opportunities for the organization that support processes and the appropriate development of people and teams to deliver superior service to both internal customers and external clients.

• With supervisors and managers, prepares personnel forecasts to project employment needs and staffing levels and oversees the organization’s recruitment process.

• Prepares labor cost forecasts.

• Ensures compliance with employment, benefits, insurance, safety and all other laws and regulations.

• Personally handles human resource issues that are highly complex or sensitive by virtue of subject matter or level of personnel involved.

• Participates in professional organizations to stay current with employment trends and healthcare reform issues and consult with legal counsel to ensure that the organization abides by all local, state and federal employment laws and regulations.

• Determines best practices in at-risk compensation and work with CEO to develop a plan that can be implemented. Analyze wage and benefit surveys to determine competitive compensation and benefit plans and integrate findings into organizational plans.

• Keeps the President/CEO abreast of current and potential problems and seeks advice as needed.

• Serves as a sounding board for the CEO.

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 knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Education:

• A bachelor’s degree in human resource management, Organizational Development, Organizational or Industrial Relations. MBA or master’s degree in one of the fields listed is preferred.

• SPHR/PHR Certification also preferred.

Experience:

• This position requires an energetic, forward-thinking, professional who excels in dealing with complex organizational issues. The position also requires the ability to motivate and inspire others, exceptional communication skills, and an interest in and empathy for people with disabilities and disadvantages.

• A professional track record of 15 or more years in human resource functions, including at least ten years at a senior level of responsibility is required.

• A well-rounded background leading a variety of human resource functions including compliance/legal, employee relations, compensation/benefits and organizational planning/development is required.

• A historical record of building progressive human resource programs, instituting organizational change and building a positive, diverse, and healthy employee culture is essential. Ideal background would include generalist human resource experience, serving in a leadership role with supervisory responsibilities in a company known for positive employee relations in a workforce in excess of 800 people.

• Must possess a working knowledge of various laws related to human resources activities, including OSHA, EEOC, AAP, FMLA, ERISA, HIPAA and worker compensation regulations.

• Knowledge of Colorado State employment laws, both current and proposed, is critical.

• Proficiency with Microsoft Word, Excel and PowerPoint is required.

Other:

• This position requires an energetic, forward-thinking, professional who excels in dealing with complex organizational issues. The position also requires the ability to motivate and inspire others, exceptional communication skills, and an interest in and empathy for people with disabilities and disadvantages.

• Must possess excellent communication skills.

• Must have excellent interpersonal and conflict resolution skills with the ability to establish and develop credibility quickly at all levels of the organization.

• Should display an empathetic approach and be committed to continuous improvement of the culture and professionalism of the organization. Must possess poise and maturity, a high level of energy and drive, and a results-oriented mindset.

• Should be tactful and diplomatic with good listening skills and an approachable team-oriented personality. Must be capable of building and sustaining long-term relationships.

• Should possess passion, unquestioned integrity, positive ethics and values reflective of Goodwill.

• Should possess knowledge and appreciation of organizational behavior, dynamics and organizational development to positively affect firm capabilities, office environments and company culture.

• Leadership, management and supervisory skills must be strong as the VP of HR will help manage organizational change and culture development.

• Distinctive problem solving and analytical skills, combined with solid judgment and decision-making abilities.

• Personality should be adaptable, open-minded and flexible with an ability to identify risks while maintaining a positive outlook.

Goodwill is an Equal Opportunity Employer dedicated to employing qualified individuals including those with disabilities, protected veterans and military spouses.

Goodwill participates in E-Verify. For more information on E-Verify, please contact DHS: 888-897-7781 or www.dhs.gov/E-Verify

We promote a Safe & Drug-free Workplace.

Physical Requirements

Attachment to Job Description

Job Title: 952 – VP, Human Resources and Organizational Development Dept Number: 9400

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 enable individuals with disabilities to perform the essential functions.

Guide to Physical Requirements:

• Continuously (5-8 hours)

• Frequently (3-4 hours)

• Occasionally (1-2 hours)

• Never

LIFTING: (as defined by ADA)

Heavy: 45 lbs. & over - NEVER

Moderate: 15-44 lbs. - OCCASIONALLY

Light: 14 lbs. & under - OCCASIONALLY

CARRYING:

Heavy: 45 lbs. & over - NEVER

Moderate: 15-44 lbs. - OCCASIONALLY

Light: 14 lbs. & under - OCCASIONALLY

PUSHING/PULLING -

REACHING:

Above Shoulder - OCCASIONALLY

At Shoulder - FREQUENTLY

Below Shoulder - OCCASIONALLY

TWISTING - OCCASIONALLY

BENDING - OCCASIONALLY

KNEELING/CRAWLING - NEVER

SQUAT - OCCASIONALLY

CLIMBING:

Use of legs only (stairs) - OCCASIONALLY

Use of arms & legs (ladders) - NEVER

HEARING - CONTINUOUSLY

VISION:

Visual, close - CONTINUOUSLY

Visual, distant - CONTINUOUSLY

Visual, depth perception - CONTINUOUSLY

HANDS/FINGERS:

Simple grasping - CONTINUOUSLY

Fine Manipulation - CONTINUOUSLY

Repetitive Movements – FREQUENTLY

WALKING - FREQUENTLY

STANDING - FREQUENTLY

SITTING - CONTINUOUSLY

SPEAKING - CONTINUOUSLY

OTHER, please describe -

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)