Vice President of People Services 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 People Services (VPPS) is a member of the Executive Team and Leadership Council to serve as an ambassador of a people-first culture, setting positive culture and driving change. The VPPS, while overseeing daily operations, will work in partnership with the CPO to uplift the mission and ensure an atmosphere of innovation, accountability, and transformational leadership through a holistic and broad approach to human capital and its related areas. The VPPS is responsible for evaluating, setting and enforcing legally compliant human resources policies, procedures, and best practices.  

Duties will also include but are not limited to:

• Work alongside the Chief People Officer and Executive Leadership Team to ensure the organization’s Human Resource processes and policies meet the needs of the agency as it continues to evolve.


• Oversee all aspects of benefits programs including maintaining a compensation strategy that is fair and equitable for all levels of the organization.


• Maintain clear and regular communications with both the Executive Leadership Team and employees regarding organization-wide initiatives and opportunities to foster an atmosphere of transparency and satisfaction.


• Maintaining knowledge of employment law including ADA, ADEA, FLSA, ERISA and EEO investigations and consulting with key leaders on employment law matters.


• Support CPO in development of overall workforce planning and talent acquisition strategies as well as working with managers to ensure that new hires are well-prepared and welcomed to the organization.


• Ensure the agency follows ethical and transparent hiring and termination practices while safeguarding against potential liabilities and conflicts of interest.


• Support CPO’s active plan throughout all levels of the agency that ensures a strong emphasis on personal job development, increasing competencies, and building skills; supporting mission integration goals.

QUALIFICATIONS:

• Bachelor's Degree and 10 years experience with ability to lead, motivate and manage a team, with the ability to manage tight deadlines and multiple priorities; Experience must be progressively responsible for human resource related functions and demonstrate knowledge of compliance with all local, state and federal human resources legislation with at least four years of supervisory experience.


• Master's Degree and 8 years experience with ability to lead, motivate and manage a team, with the ability to manage tight deadlines and multiple priorities; Experience must be progressively responsible for human resource related functions and demonstrate knowledge of compliance with all local, state and federal human resources legislation with at least four years of supervisory experience.

Required Experience: Demonstrated premier writing skills, persuasive communication, presentation, and personal skills. 

Hiring Range: $127,400-$132,600/ year

Travel:  travel will be required. 

REQUIRED CLEARANCES, LICENSES, AND CERTIFICATIONS:

• Candidates are expected to provide current, valid clearances (Child Abuse Clearance, FBI Fing

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)

Admin and Operations

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