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Vice President, Human Resources in San Francisco, CA at Goodwill San Francisco, San Mateo, Marin

Date Posted: 5/7/2018

Job Snapshot

  • Employee Type:
    Full-Time
  • Job Type:
    Other
  • Experience:
    At least 10 year(s)
  • Date Posted:
    5/7/2018

Job Description

The VP of Human Resources is responsible for directing all of the people functions of the organization in accordance with the policies and practices of SF Goodwill, the ethical and social consciences of business and society, and the laws, regulations and administrative rulings of governmental organizations and other regulatory and advisory authorities and organizations. The incumbent will also be responsible for the strategic human resource planning to provide the organization with the best people talent available and to position the organization as the employer of choice by being aware of regulations, policies, practices, and trends within the industry. The individual has deep experience in working in a highly collaborative environment while maintaining established goals and priority. This position will be part of the Senior Executive Team.

This position requires an exemplary leadership history, a high degree of professional integrity and a deep knowledge of human resource administration, excellent judgment, outstanding oral and written communication skills, and responsibility for advising and collaborating with the Executive Leadership team on matters regarding personnel policies and implementation strategies.

Responsibilities include, but are not limited to, the following:

  • Plans, organizes, directs and provides overall leadership and policy guidance and review for the continuing work of the Human Resources Department; makes determinations and decisions in the most difficult or critical cases.
  • Oversees the HR department’s annual operating budget to ensure costs are effectively managed.
  • Exercises sound, independent judgment within organizational guidelines
  • Translates the strategic and tactical business plans into HR strategic and operational plans.
  • Directs organizational development and employee development programs that align with the mission and goals of the organization.
  • Serves as a partner to Goodwill’s leadership and management team, supervisors, and employees on all matters pertaining to HR.
  • Provides leadership and accountability for comprehensive HR Strategy in alignment with Goodwill’s strategic plan, mission and in partnership with the Executive and Senior Executive Teams.
  • Remains knowledgeable and up-to-date regarding federal, state and case law changes and monitors labor law updates for changes that affect human resources and the organization; ensures that the organization’s policies, procedures, and practices comply with all existing, as well as new, federal, state and local regulations.
  • Regularly ensures policies, procedures and programs are designed to improve the organization’s human resources system and align with organization’s mission
  • Establishes credibility throughout the organization to be an effective listener and problem solver of people issues.
  • Develops appropriate policies and programs for effective management of the people resources of the organization. Included in this area would be programs for employee relations, affirmative action, sexual harassment, employee complaints, external education and career development, among others.
  • Leads recruitment programs to ensure staffing needs of the enterprise and mission are met.
  • Leads employee life-cycle programs including recruiting/onboarding, training, development, performance coaching, and termination.
  • Leads and ensures best practices in compensation, benefits, health/wellness, and retirement programs for the organization.
  • Models and demonstrates a culture consistent with the values and mission outlined by Goodwill’s leadership.
  • Recruits, develops and retains a world-class HR staff of human resource professionals able to maintain a high level of integrity, commitment, engagement and credibility as effective and responsive partners to managers across the enterprise.
  • Ensures best practices and partnership with executive staff and legal counsel on issues of employee litigation/dispute resolution; manages effective and appropriate responses to requests from federal, state, and local agencies.
  • Provides consistent and high quality recommendations to executive management.
  • Performs other duties as assigned.

DESIRED SKILLS

  • Planning, organizing, administering, reviewing and evaluating a broad, centralized personnel services program.
  • Strong interpersonal and communication skills.
  • Selecting, training, motivating and evaluating assigned staff and providing for their training and development.
  • Developing, implementing and interpreting goals, objectives, policies, procedures, work standards, and internal controls.
  • Analyzing complex problems, evaluating alternatives and making creative and resource appropriate recommendations.
  • Exercising sound independent judgment.
  • Establishing and maintaining effective working relationships and being an effective and transparent leader
  • Representing Goodwill effectively in internal and external meetings.
  • Effectively communicating through the preparation of clear, concise,

Job Requirements

  • Minimum of 10 years progressive leadership experience in a Human Resource position, of which at least four of those years have included supervision of a professional staff.
  • Minimum of a Bachelor’s degree or equivalent in Human Resources, Organizational Development or related field (Advanced Degree strongly preferred).
  • SHRM-CP/SHRM-SCP or PHR-CA/SPHR preferred.
  • Demonstrated experience in leading positive culture change and inculcating excellence, pride, and experience partnering with leadership in building a great organizational culture.
  • Demonstrated employee relations skills, including conflict resolution, alternative dispute processes, and facilitation skills.
  • In-depth knowledge of employment law, compensation, organizational planning, organizational development, employee relations, safety, and preventative labor relations is a must.
  • Knowledge of safety and OSHA requirements.
  • Knowledge of federal, state, and local employment laws and regulations and associated reporting requirements including EEO.
  • Experience in examining and re-engineering operations and procedures, formulating policy, and developing and implementing new strategies and procedures.
  • Understanding of retail and/or social enterprise operations, mission services, and associated HR needs.
  • Must be able to travel to various locations within and outside the organization to meet the program needs and to fulfill the job responsibilities. When driving on organization business, maintenance of a valid California driver's license and a satisfactory driving record is required.
  • Active affiliation with appropriate Human Resources networks and organizations and ongoing community involvement.
  • Knowledge of HRIS and proficiency in MS Office Suite. The organization currently uses Paycom.
  • Professional written and verbal communication and interpersonal skills.
  • Must be willing and able to work a flexible schedule.