Goodwill Industries of Hawaii, Inc.

Job Description

Job Title: Director of Human Resources 

Division: Administrative Services 

Department: Human Resources

Reports to: Chief Operating Officer

FLSA Status: Exempt

SUMMARY

The Human Resources Director is responsible for the strategic development, management and leadership of ongoing HR operations. The major areas directed are: recruitment & staffing, employee relations, training, compensation and benefits administration, performance management and improvement systems, compliance, and HRIS systems.

The Human Resources Director originates and leads Human Resources practices and objectives that will provide an employee-oriented, high performance culture that emphasizes empowerment, quality, productivity and standards, goal attainment, and the recruitment and ongoing development of a superior workforce.

The Human Resources Director coordinates implementation of services, policies, and programs through Human Resources staff; reports to the Chief Operating Officer and assists and advises management about Human Resources issues.

ESSENTIAL DUTIES AND RESPONSIBILITIES include the following: Other duties may be assigned.

Develops and administers programs, procedures, and guidelines to help align the workforce with the strategic goals of the company. Establish departmental measurements that support the accomplishment of the company's strategic goals.

Lead the development of department goals, objectives, and systems.

Conduct a continuing study of all Human Resources policies, programs, and practices to keep management informed of new developments. Partner with management to communicate Human Resources policies, procedures, programs and laws. Respond to inquiries regarding policies, procedures, and programs.

Establishes and leads the standard recruiting and hiring practices and procedures necessary to recruit and hire a superior workforce.

Determines and recommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation.

Monitor the implementation of a performance improvement process with non-performing employees.

Reviews, guides, and approves management recommendations for employment terminations.

Leads company compliance with all existing governmental and labor legal and government reporting requirements including any related to the Equal Employment Opportunity (EEO), the Americans With Disabilities Act (ADA), the Family and Medical Leave Act (FMLA), Employee Retirement Income Security Act (ERISA), the Department of Labor, worker compensation, the Occupational Safety and Health Administration (OSHA), and so forth. Maintain minimal company exposure to lawsuits.

Responsible for scheduled file audits that meets CARF, NISH, OFCCP and contract requirements, and management of audit(s) of HR records by third parties.

Directs the preparation of information requested or required for compliance with laws. Approves all information submitted. Serve as the primary contact with the company employment law attorney and outside government agencies.

Responsible for the HRIS system(s) which includes oversight for any upgrades and/or system implementation. Oversee reporting, analytics interpretation. Ensures that HR is using the HRIS system to the company’s advantage.

Responsible for the oversight of the company’s training programs.

Provide direction and recommendations for employee recognition programs. Work with the designated HR team member(s) to establish systems to administer the programs.

Establishes the company wage and salary structure, pay policies, and oversees the annual merit program. Monitors all pay practices and systems for effectiveness and cost containment.

Leads competitive market research to establish pay practices and pay bands that help to recruit and retain staff.

Responsible for ongoing review of benefit plans and recommends changes in benefits offered, especially new benefits aimed at employee satisfaction and retention.

Assist the Vice President and Executive Leadership Team with research and special projects as needed.

Assists in the evaluation of HR processes to streamline and improve process efficiency by leveraging available technology and resources.

Maintains confidentiality and executes “Need to Know” information exchange and communications as appropriate.

Keeps immediate supervisor promptly and fully informed of all problems or unusual matters of significance coming to his/her attention to facilitate prompt corrective action as appropriate.

Maintains a favorable working relationship with all other employees to foster and promote a cooperative and harmonious working climate, which will be conducive to maximum employee morale, productivity, and efficiency/effectiveness working toward the mission and objectives of the organization.

At all times projects a favorable image of GIH to promote its aims and objectives and foster and enhance public recognition and acceptance of all of its areas of endeavor.

Must be able to travel to the neighbor islands to support HR activities in neighbor worksites. Maintain excellent attendance.

Responsible for awareness of and adherence to all company and safety policies and procedures.

Performs other related duties as required and assigned.

SUPERVISORY RESPONSIBILITIES

Supervises and directs employees in the Human Resources department. Carries out supervisory responsibilities in accordance with the organization's policies and applicable laws. Responsibilities include training employees; planning, assigning, and directing work; addressing complaints and resolving problems, mentorship of junior HR staff, and providing positive and/or curative professional feedback as appropriate.

COMPETENCIES

To perform the job successfully, an individual should demonstrate the following competencies.

Analytical - Synthesizes complex or diverse information; Collects and researches data; Uses intuition and experience to complement data; Designs work flows and procedures.

Problem Solving - Identifies and resolves problems in a timely manner; Gathers and analyzes information skillfully; Develops alternative solutions and recommendations; Works well in group problem solving situations; Uses reason even when dealing with emotional topics.

Interpersonal Skills – Focuses on solving conflict, not blaming; Maintains confidentiality; Listens to others without interrupting; Keeps emotions under control; Remains open to others' ideas and tries new things.

Oral Communication - Speaks clearly and persuasively in positive or negative situations; Listens and gets clarification; Responds well to questions; Demonstrates group presentation skills; Participates in meetings by providing opinions and discussing issues in a solution based manner.

Teamwork - Exhibits objectivity and openness to others' views; Contributes to building a positive team spirit; Able to build morale and group commitments to goals and objectives.

Quality Management - Looks for ways to improve and promote quality; Demonstrates accuracy and thoroughness. Continually works toward increasing the credibility of, value and contribution made, by the HR department to the organization.

Judgment - Displays willingness to make decisions; Exhibits sound and accurate judgment; Supports and explains reasoning for decisions; Includes appropriate people in decision-making process; Makes timely decisions.

Motivation - Sets and achieves challenging goals; Demonstrates persistence and overcomes obstacles; Measures self against standard of excellence; Takes calculated risks to accomplish goals.

Planning/Organizing - Prioritizes and plans work activities; Uses time efficiently; Plans for additional resources; Sets goals and objectives; Organizes or schedules other people and their tasks; Develops realistic action plans and aligns resources appropriately.

Professionalism - Approaches others in a tactful manner; Reacts professionally under pressure; Treats others with respect and consideration regardless of their status or position; Accepts responsibility for own actions; Follows through on commitments.

Quality - Demonstrates accuracy and thoroughness; Looks for ways to improve and promote quality; Applies feedback to improve performance; Monitors own work to ensure quality.

Adaptability - Adapts to changes in the work environment; Manages competing demands; Changes approach or method to best fit the situation; Able to deal with frequent change, delays, or unexpected events.

Dependability - Follows instructions, responds to management direction; Takes responsibility for own actions; Keeps commitments; Completes tasks on time or notifies appropriate person with an alternate plan.

Innovation - Displays original thinking and creativity; Meets challenges with resourcefulness; Generates recommendations for improving work, efficiency, effectiveness and departmental performance; Develops innovative approaches and ideas.

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. Ability to work with diverse group of employees and managers.

EDUCATION and/or EXPERIENCE

Bachelor's degree in Human Resources, Business, or Organization Development, plus eight years of progressively responsible HR experience to include 3 years of management experience and with emphasis in at least two of the following areas: recruitment, compensation, benefits, and/or employee relations; or an equivalent combination of education and/or related experience.

LANGUAGE SKILLS

Ability to read, analyze, and interpret general business periodicals, professional journals, technical procedures, or governmental regulations. Ability to write reports, business correspondence, and procedure manuals. Ability to effectively present information and respond to questions from groups of managers, clients, customers, and the general public. Able to take complex information and write easy to understand instructions that will be distributed to employees. Able to present data collected in written reports that contain visuals such as graphs. Able to conduct training to various groups of employees.

MATHEMATICAL SKILLS

Ability to work with mathematical concepts such as probability and statistical inference. Ability to apply concepts such as fractions, percentages, ratios, and proportions to practical situations.

REASONING ABILITY

Ability to solve practical problems and deal with a variety of concrete variables in situations where only limited standardization exists. Ability to interpret a variety of instructions furnished in written, oral, diagram, or schedule form.

COMPUTER SKILLS

To perform this job successfully, an individual should have knowledge of Database software; Human Resource systems; Internet software; Spreadsheet software and Word Processing software. Must be proficient in all MS Office suite programs including MS Outlook, and Internet use and research.

CERTIFICATION, LICENSES, AND REGISTRATIONS

Valid driver’s license. Access to insured vehicle with current registration. Professional in Human Resources (PHR) certification required. Senior Professional in Human Resources (SPHR) preferred.

PHYSICAL DEMANDS

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.

While performing the duties of this Job, the employee is regularly required to sit; use hands to finger, handle, or feel; reach with hands and arms and talk or hear. The employee is occasionally required to stand and walk. The employee must occasionally lift and/or move up to 25 pounds. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception and ability to adjust focus.

WORK ENVIRONMENT

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. The noise level in the work environment is usually moderate.

At Goodwill Hawaii our mission is simple, yet powerful, we help people with employment barriers reach their full potential and become self-sufficient. We are the third largest non-profit agency in Hawaii and our motivation is sustaining Hawaii’s community through the power of work. Last year we placed nearly 1,500 people into employment, resulting in $22 million in annual wages earned as a result of these job placements. Join the Goodwill Hawaii family and help strengthen our Hawaii community, one job at a time. 

Goodwill Hawaii is committed to fully complying with all Equal Opportunity Employment and Affirmative Action laws and regulations. All qualified applicants will receive consideration for employment and will not be discriminated against on the basis of race, color, religion, sex, including gender identity or expression, sexual orientation, national origin, citizenship, ancestry, age, marital status, genetic information, domestic or sexual violence victim status, disability, protected veteran status or any other status protected by federal, state or local law. We also foster a drug-free work environment.