ABOUT GOODWILL

Mission

The mission of Goodwill of North Georgia is to put people to work. We use the funding generated through donations and our stores to operate 14 career centers and our virtual career center, Career Connector. Here, we provide job training and placement services to anyone who wants it. With the support of donors, shoppers, and community partners, we help local job seekers overcome the barriers to employment. Last year, we helped connect more than 16,000 individuals with jobs.

History

Founded locally in 1925, we are a 501(c)(3) nonprofit organization. We are a member of Goodwill

Industries International, an association of more than 150 community-based Goodwill agencies in United States and Canada with a presence in 12 other countries.

At nearly 95 years old, we are one of the oldest nonprofits in the Atlanta metro area and with more than 3,000 team members, we are the largest nonprofit employer in the region.

Organizational Values

Every day we are guided by our core values including:

• Service: We exist to serve our communities and to put people to work
• Excellence: We challenge ourselves to continually grow, learn, and improve
• Ethics: We are good stewards of all that is entrusted to us
• Diversity: We embrace diversity, equity and inclusion and respect all people
• Safety: We put safety first in all we do
• Accountability: We hold ourselves and each other accountable to our core values

Corporate Responsibility Statement

We have a long-standing commitment to responsible management, which we believe is fundamental to our mission impact and long-term sustainability. We conduct our businesses in a way that emphasizes good governance, operational integrity, ethics and respect for our employees, our community, and the environment.

Our aim is to act responsibly in everything that we do, and we believe that achieving our mission results from an emphasis on shopper, donor, and jobseeker satisfaction; the development and support of our employees; and impact in the communities in which we operate and serve. This Corporate Responsibility Statement reflects the core values that guide us in conducting the activities of Goodwill of North Georgia and Goodwill Industries of North Georgia.

Diversity, Equity & Inclusion

Guided by our core values, we embrace diversity and respect all people in our organization and in our communities. Around 2010 we set a goal to diversify our agency to better mirror the communities we serve.

ORGANIZATIONAL SCOPE

Goodwill of North Georgia has built its reputation and momentum through a balanced combination of mission focus, operational excellence, and financial acumen, all geared to ensure the sustainability of a thriving enterprise.

Over the past five years Goodwill has been able to help more than 100,000 of north Georgians improve their circumstances, strengthen their skills, support their families, and contribute to the betterment of their communities.

• Human Resources
  • 71% full-time retention
  • 73% Employee engagement
• Career Services
  • Goodwill rank #1 for the past 3 years
  • Projecting 24,250 placements for FY23
  • 78% of placement working in quality jobs, at or above living wage, 77% 1-year retention
• Donated Goods Retail (DGR)
  • $160,000,000+ annual revenue, Goodwill rank #4
  • 69 Retail Stores
  • 47 Attended Donation Centers (ADC)
  • E-Commerce/New Goods
• Facility Services
  • >75% severely disabled employees
• Total Agency
  • >3,000 Team members
  • 45 counties in North Georgia

Does this sound like a place for you? If so, please apply today. Our process takes about 10 minutes to complete. Once you do, our recruiting team will reach out to you within a few days. Thank you for your time and your interest in Goodwill of North Georgia.

ABOUT THE ROLE

Position Summary

Collaborating closely with the President & CEO, the Vice President of Human Resources (HR) provides executive-level leadership and guidance to the organization’s HR operations. The Vice President is responsible for setting, enforcing, and evaluating legally compliant HR policies, procedures, best practices, and identifying and implementing long-range strategic talent management goals. You will drive the development and implementation of our strategic human resource plan.

In unison with our legal and compliance team, the Vice President of HR ensures that human resource controls are in place and that our labor practices conform with all applicable laws and regulations.

You will also:

• Collaborate with executive leadership to define the organization’s long-term mission and goals; identifying ways to support this mission through talent management.
• Provide consultation to HR management on strategic plans to include staffing, compensation, benefits, training and development, budget, and employee relations.
• Provide strategic direction and oversight to wage and salary programs; ensuring regulatory compliance and competitive salary levels necessary to attract and retain qualified talent.
• Provide guidance and oversight in the development and implementation of employee relations strategies and programs designed to minimize and mediate workplace disputes, and to foster a positive and productive work environment.
• Fiscally responsible for the department’s annual budget while tracking and identifying financial trends for continuous improvement in a wide variety of HR initiatives.
• Identify key performance indicators for the organization’s HR and talent management functions; assesses the organizations success and market competitiveness based on these metrics.
• Maintain knowledge and ensures compliance of laws, regulations, and best practices in employment law, human resources, and talent management.
• Draft and implements the organizations staffing budget, and the budget for the human resource department.
• Ensure that our recruiting/staffing reporting and analysis is accurate, and regularly report the state of our team to the Agency’s leadership team.
• Provide guidance during the escalation of discipline and termination of employees in accordance with the company policies.
• Provide constructive and timely performance evaluations.
• Oversee the daily workflow of the department.
• Participate in professional development and networking conferences and events.
• Complete other duties as assigned.

OUR IDEAL CANDIDATE

Requirements

• Bachelor’s Degree in Human Resources, Business or related field required.
• Minimum ten (10) years’ experience in human resources or related field required.
• Demonstrated ability to effect change, influence business leaders, meet business goals, monitor progress, and take corrective actions when necessary.
• Ability to establish and maintain rapport with others, both internally and externally.
• Knowledge of current and emerging employment and workforce development trends, processes and technologies and the ability to draw on professional networks and/or community partners.
• Strong organizational skills, ability to maintain productivity and effectiveness in a fast-changing environment with sometimes conflicting priorities; and able to prioritize workloads and resources to meet deadlines.

Preferences

• Master’s Degree in Human Resources, Business, or related field preferred.
• HR experience in relevant HR disciplines such as recruitment, performance management, learning & development, compensation & benefits, human resources information systems, HR data and analytics, succession planning.
• SHRM-CP or SHRM-SCP strongly preferred. Familiarity with needs and concerns of individuals with disabling or disadvantaging conditions and alternatives for dealing with them.

Compensation

• Highly competitive compensation and benefit package.

Does this sound like the position for you? If so, please apply by February 23, 2023. Thank you for your time and your interest in Goodwill of North Georgia.

Goodwill of North Georgia is an Equal Opportunity Employer. It is the policy of Goodwill to consider applicants based solely on qualifications and merit; without regard to race, color, religion, national origin, sex, age, sexual orientation, disability, or protected veteran status

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)