Director II, Human Resources

Goodwill of Colorado is seeking a dynamic and experienced Human Resources (HR) Director who combines strategic vision with a compassionate approach to leadership. In this role, you will drive HR initiatives that foster a positive, inclusive, and high-performing workplace culture while aligning talent strategies with business objectives.

The ideal candidate is a seasoned HR professional with a strong background in all facets of HR to include employee/labor relations, benefits, compensation, Human Resources Information System (HRIS), regulatory compliance, organizational development, talent management, etc. This individual will be most successful by having the keen ability to balance empathy with data-driven decision-making. If you are passionate about creating meaningful employee experiences while advancing company goals, we invite you to join our team.

At Goodwill of Colorado and as our HR Director, you will play a crucial role by assisting Goodwill in providing essential services and support to individuals in need. Our efforts in offering job training, employment opportunities, and various support programs help empower people to achieve self-sufficiency and improve their quality of life. Goodwill's commitment to sustainability through our donation and recycling initiatives also contributes to environmental conservation.

Applications due by April 4, 2025

Goodwill of Colorado

Job Description

Pay: $100,000 - $115,000

Work Schedule: Full-Time 40+ hours/week; Monday - Friday (hybrid work schedule)

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.

JOB SUMMARY:

The Director II, Human Resources will plan, lead, direct, develop, and coordinate various HR functions and activities. As the Director, you will assist the Vice President of Human Resources in staffing and supervising 2 to 3 functional managers within the HR department. These functions may include compensation, benefits, employee/labor relations, legal compliance, and other related areas.

This role requires a proactive, strategic professional who can navigate complex organizational issues. The successful candidate must align HR initiatives with business needs and ensure their effective implementation. Regular updates to the Vice President of Human Resources are essential.

Additionally, the position demands the ability to motivate and inspire others, exceptional communication skills, and a genuine interest in, and empathy for, individuals with disabilities and disadvantages.

ESSENTIAL FUNCTIONS:

HR Managerial Responsibilities:

• Partners with other HR Directors to assist in recruiting, interviewing, on-boarding and training new HR staff members.
• Oversees the daily workflow of various HR functions.
• Provides constructive and timely performance evaluations.
• Handles discipline and termination of employees in accordance with company policy.

General Responsibilities:

• This role assists the organization by collaborating with leaders to better understand the organization's goals and strategies as they relate to the function of HR.
• Plans, leads, develops, coordinates, and implements policies, processes, training, initiatives, and surveys to support the organization's Human Resource compliance and strategy needs.
• Administers or oversees the administration of many Human Resource programs including, but not limited to, employee/labor relations, HRIS (UKG), compensation, benefits and leave; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition and morale; collaborates with other HR Directors. Also partners with other support departments (Risk, Finance, I.T., etc.)
• Conducts research and analyzes organizational workforce trends thus making recommendations to V.P. of HR and other leaders including review of reports and metrics from the organization's HRIS or talent management system.
• Monitors and ensures the organization's compliance with Federal, State, and local employment laws and regulations; recommends best practices, reviews and modifies policies and practices to maintain compliance.
  
  
  
  • May be responsible for overseeing all compliance audits to include Office of Federal Contract Compliance Programs (OFCCP), CARF, Department of Labor (DOL), etc.
  
  
  
  
• Maintains knowledge of trends, best practices, regulatory changes, and new technologies in Human Resources, talent management, and employment law; applies this knowledge to communicate changes in policy, practice, and resources to upper management.
• Facilitates professional development, training, and certification activities for HR staff.
• Builds and maintains relationships with internal and external stakeholders.
• Represents Goodwill at internal and external meetings or events.
• Other duties as assigned.

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, Human Resource Development, Organizational Development, Organizational or Industrial Relations is preferred; or progressive and superior Human Resources work experience in lieu of.

Experience:

• Must have at least 10 years' experience working as a senior leader while supporting and partnering with management and senior leadership (to include Directors, VP's, C-Suite, and CEO)
• A professional track record of at least eight (8) years in Human Resource functions demonstrating an increase in level of responsibility 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 candidate has previous experience with large organizations (over 3,000) and possesses strong Director-level experience. This candidate will have also served in a leadership capacity with managerial responsibilities.
• Must have proven experience and be extremely strong in employee relations.
• Must possess a working knowledge of various laws, regulations and guidelines related to human resources activities, including EEOC, AAP, ADA, FMLA, FAMLI, OFCCP, ERISA, HIPAA, and Workers' Compensation, and all other regulations.
• Strong computer knowledge, including "hands-on" experience with Microsoft Word, Excel and PowerPoint is required. Medium to Advanced skill level is preferred.
• Two (2) or more years' experience working within the requirements of the Service Contract Act or Davis-Bacon is preferred.
• Two (2) or more years of experience working as a leader in a non-profit is preferred.
• SPHR/PHR certification, or equivalent is preferred

Other:

• Excellent with the function of employee relations.
• Excellent managerial and leadership skills.
• Excellent verbal and written communication skills.
• Excellent interpersonal and negotiation skills.
• Excellent organizational skills and attention to detail.
• Excellent time management skills with a proven ability to meet deadlines.
• Strong analytical and problem-solving skills.
• Ability to adapt to the needs of the organization and employees.
• Ability to prioritize tasks and to delegate them when appropriate.
• Thorough knowledge of employment-related laws and regulations.
• Proficient with Microsoft Office Suite or related software.
• Proficiency with or the ability to quickly learn the organization's HRIS and talent management systems.
• The incumbent will be required and must have the ability to drive for company business*.

*Per auto vehicle insurance carrier requirements: For applicants/employees to qualify for inclusion on the Goodwill driver insurance schedule, for purpose of driving Goodwill fleet vehicles, or for purpose of receiving company mileage reimbursement they must be at least:

• 19 years of age (not engaged in passenger transportation),
• 25 - 70 years of age for all passenger transportation services,
• 21 years of age for CDL.

Applicants/employee will be required to undergo a Motor Vehicle Record (MVR) check and background check; applicants/employees must disclose all moving traffic violations or vehicle crashes (within the last five (5) years)(Note: not all violations are a disqualification for employment and each case will be reviewed by the insurance carrier); must have valid Colorado State driver license; must also be able to operate company vehicle, and adhere to all Federal, State, and local laws governing vehicle operation.

Applicants/employees using their personal vehicle for company business (receiving company mileage reimbursement), must have valid vehicle insurance, valid driver license, and vehicle must be in roadworthy condition.

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: 772 - Director II, Human Resources 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 - OCCASIONALLY

REACHING:

Above Shoulder - OCCASIONALLY

At Shoulder - OCCASIONALLY

Below Shoulder - OCCASIONALLY

TWISTING - OCCASIONALLY

BENDING - OCCASIONALLY

KNEELING/CRAWLING - NEVER

SQUAT - OCCASIONALLY

CLIMBING:

Use of legs only (stairs) - OCCASIONALLY

Use of arms & legs (ladders) - OCCASIONALLY

HEARING - CONTINUOUSLY

VISION:

Visual, close - CONTINUOUSLY

Visual, distant - CONTINUOUSLY

Visual, depth perception - CONTINUOUSLY

HANDS/FINGERS:

Simple grasping - CONTINUOUSLY

Fine Manipulation - CONTINUOUSLY

Repetitive Movements - CONTINUOUSLY

WALKING - CONTINUOUSLY

STANDING - FREQUENTLY

SITTING - CONTINUOUSLY

SPEAKING - CONTINUOUSLY

OTHER, please describe - FREQUENTLY - Driving