Human Resources Director

Woodlawn, OH
Full Time
HUMAN RESOURCES
Experienced

About Ohio Valley Goodwill Industries
The HR Director is a senior leadership role responsible for developing and executing human resource strategies in support of the overall business plan and strategic direction of the organization. This includes talent management, organizational development, performance management, compensation and benefits, and compliance. The HR Director serves as a strategic partner to executive leadership, driving HR initiatives that foster a positive work environment and align with the company's goals.

Position Summary:
Ohio Valley Goodwill Industries is a non-profit organization dedicated to providing job training, employment placement, and support services for individuals with disabilities and other barriers to employment. With a focus on empowering individuals to achieve greater independence and inclusion in the community, Ohio Valley Goodwill has been serving the Greater Cincinnati area for over 100 years.

Key Responsibilities: 

  1. Strategic Leadership:
    • Collaborate with senior leadership to understand the organization’s goals and strategy related to organizational design, staffing, recruiting, and retention.
    • Develop and implement HR strategies aligned with the overall business strategy.
    • Serve as a strategic advisor to the executive leadership team on HR-related issues.
    • Develops and implements departmental budget
  2. Talent Management:
    • Oversee recruitment and retention strategies to attract and retain top talent.
    • Lead succession planning and career development initiatives to ensure a robust talent pipeline.
  3. Performance Management:
    • Oversee the performance appraisal system, fostering a culture of continuous feedback and improvement.
    • Ensure alignment of individual performance with organizational goals.
  4. Organizational Development:
    • Drive organizational change initiatives and promote a culture that aligns with the company’s values and business objectives.
    • Conduct organizational assessments and implement strategies to improve employee engagement and productivity.
    • Plans, leads, develops, coordinates, and implements policies, processes, training, initiatives, and surveys to support the organization’s human resource compliance and strategy needs.
  5. Compensation and Benefits:
    • Oversee the development and implementation of compensation and benefits programs to ensure market competitiveness and internal equity.
    • Ensure compliance with applicable laws and manage relationships with benefits vendors.
  6. Compliance and Risk Management:
    • Monitors and ensures the organization’s compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews and modifies policies and practices to maintain compliance.
    • Develop and enforce company policies and procedures, minimizing legal risks and maintaining regulatory compliance.
    • 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.
  7. Employee Relations:
    • Foster a positive work environment through effective employee relations practices.
    • Address employee concerns and grievances promptly and fairly.
  8. HR Metrics and Reporting:
    • Conducts research and analysis of organizational trends, including review of reports and metrics from the organization’s human resource information system (HRIS) or talent management system.
    • Analyze HR metrics to assess the effectiveness of HR initiatives and provide data-driven recommendations to leadership.
    • Prepare and present analysis of HR reports and metrics to the executive team and board of directors in order to drive more effective people-related decision-making.

Qualifications:

  • Bachelor’s degree in Human Resources, Business Administration, or a related field (Master’s degree preferred).
  • 10+ years of progressive HR experience, with at least 5 years in a senior leadership role.
  • Strong knowledge of HR principles, labor laws, and best practices.
  • Excellent leadership, communication, and interpersonal skills.
  • Proven experience in strategic planning and execution.
  • Proficiency in HRIS and Microsoft Office Suite.

Preferred Qualifications:

  • Professional certification such as SHRM-SCP, SPHR, or GPHR.
  • Experience in managing HR functions in a complex, multi-location organization.
  • Strong analytical and problem-solving skills with a data-driven approach to decision-making.

Please complete application and attach resume with detailed work experience. Incomplete applications will not be considered for the position.

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