VP of DGR & Sustainability at Goodwill of Southwestern Pennsylvania in Pittsburgh, Pennsylvania

Job Description:

Description

Goodwill of Southwestern Pennsylvania and North Central West Virginia is a nonprofit organization that funds job training, education, and other community programs by selling donated clothing and household items in Goodwill stores and online. We offer life-changing work on a mission-minded team. We are 1,000 working as one, and each of us is essential to helping our community thrive. For three years running, Goodwill has been named to Forbes’ list of America’s “Most Inspiring Companies”.

We offer a wide range of career opportunities from entry-level to management in retail, human services, and administrative fields. Learn more about working at Goodwill. You can help. We can show you how.

POSITION SUMMARY:

The Vice President of Donated Goods & Retail provides leadership and vision for the Donated Goods & Retail operations.  They are responsible for determining and formulating policies, financial goals and objectives and providing direction of Retail Division of Goodwill of Southwestern PA.  This role will be responsible for maximizing financial performance, operational efficiency and customer growth and experience.  They will also be responsible for ensuring sustainability is integrated into Goodwill’s operations and strategic framework.  This position serves as a member of the Executive Committee and Leadership Council. 

In conjunction with the Chief Retail & Sustainability Officer, the Vice President of Donated Goods Retail & Sustainability plays a crucial role in leading and advancing sustainability efforts across the agency. This position focuses on scaling positive environmental impact through various projects, programs, and collaborations.

Duties will also include but are not limited to:

• Provide the overall strategic vision for the Donated Goods Retail Division.


• Develop an agency-wide Sustainability Plan aligned with long-term strategy and vision.


• Champion awareness and commitment to sustainability to both internal and external stakeholders


• Lead in the oversight of the identification of new business opportunities and the generation of short and long goals, including generating business plans, strategic community partnerships and new business start-up.


• Drive Goodwill SWPA’s efforts to assess, test, and scale opportunities that result in positive environmental impacts.


• Oversee, develop or facilitate the implementation of key metrics and/or quality control systems used to analyze and detect system issues and/or outcomes.

 Hiring Range: $125,00.00 - $130,000.00

Travel:  travel will be required. 

QUALIFICATIONS:

• Bachelor's Degree and 10 years' experience in leading, motivating and managing a diverse team, with the ability to manage tight deadlines; Knowledge of all local, state and federal codes/regulations related to the business; Proficiency with Microsoft office applications as well as using internet tools and resources. Experience with lean production concepts (Kaizen, Six Sigma) or TQM/Deming Model of continuous improvement preferred.


• Master's Degree and 8 years' experience in leading, motivating and managing a diverse team, with the ability to manage tight deadlines; Knowledge of all local, state and federal codes/regulations related to the business; Proficiency with Microsoft office applications as well as using internet tools and resources. Experience with lean production concepts (Kaizen, Six Sigma) or TQM/Deming Model of continuous improvement preferred.

REQUIRED CLEARANCES, LICENSES, AND CERTIFICATIONS:

• Candidates are expected to provide current, valid clearances (Child Abuse Clearance, FBI Fingerprints Clearance, and PATCH)

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)

Retail

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