As Vice President of Human Resources, you will serve as a key member of the executive leadership team, driving enterprise-wide people strategies that strengthen culture, develop talent, and support long-term organizational growth.

This is a unique opportunity for a strategic HR leader to influence business decisions, lead transformational initiatives, and build innovative talent, leadership, and employee experience programs. You'll partner closely with senior executives and the Board to ensure the organization has the people, capabilities, and culture needed to achieve its mission and create meaningful community impact.

The VP Human Resources is responsible for translating organizational strategy into integrated people solutions that enable growth, strengthen organizational culture, and ensure long-term sustainability.

RESPONSIBILITY LEVEL:

Reporting directly to the Chief People & Compliance Officer, the Vice President of Human Resources is responsible for translating organizational strategy into integrated people solutions that enable growth, strengthen organizational culture, and ensure long-term sustainability. Sets the long-term strategic vision (10+ years) for the Human Resources function and is accountable for the planning, delivery, and governance of people strategies, programs, and services that support organizational performance and growth. The role provides strategic oversight for enterprise workforce initiatives, including talent acquisition, talent management, succession planning, employee experience, organizational effectiveness and performance management, and total rewards.

The Vice President establishes enterprise-wide people strategies, governance frameworks, and decision-making guardrails that promote organizational effectiveness, leadership capability, and workforce readiness. The role serves as a trusted advisor to executive leadership, leveraging workforce data, technology, and business insights to guide enterprise decisions, manage organizational risk, and position the organization for long-term success. Serves as the Affirmative Action Officer for the organization.

PRINCIPAL DUTIES:

1. Collaborate with Executive team on strategic business direction, corporate goals, 3-year strategic plan, and annual budgets to continuously increase organizational impact across our community. Keeps the organization s mission, values, and strategic vision at the forefront of decision-making and actions.

2. Aligns enterprise people strategy with organizational and business objectives by ensuring effective workforce planning, organizational design, leadership capability, talent systems, HR technology, employee relations strategies, and human capital solutions are in place to achieve business goals. Leverages workforce analytics and business insights to support strategic decision-making, resource allocation, and long-term organizational planning.

3. Provides strategic leadership to strengthen organizational culture and organizational health. Drives enterprise change and organizational transformation by aligning people strategies and organizational priorities to support business objectives and sustainable growth.

4. Establishes enterprise human resources policies, governance frameworks, and operating standards governing talent acquisition, leadership development, employee relations, performance management, and total rewards. Ensures policies and practices support organizational objectives, compliance requirements, operational consistency, and workforce effectiveness.

5. Oversee the design, implementation, and measurement of enterprise talent management, succession planning, leadership development, and performance management strategies, removing barriers to employment/advancement, and driving business growth. Partners with business leaders assess talent needs and deliver solutions related to hiring, development, coaching, succession readiness, performance, and career mobility.

6. Partners closely with the Chief Mission Officer and Chief Operating Officer to advance and promote integrated workforce solutions that remove barriers to employment and strengthen the employee value proposition.

7. Establishes and oversees the organization's total rewards philosophy and strategy, ensuring compensation and benefit programs are competitive, equitable, fiscally responsible, and aligned with workforce and business objectives. Evaluates plans regularly to ensure market competitiveness.

8. Provides strategic workforce, talent, compensation, succession, organizational health, and people-related updates to the Human Resources & Compensation Committee and other Board committees as assigned. Develops recommendations, materials, and presentations that support governance and organizational oversight.

9. Ensures alignment and integration across Human Resources Business Partners, Employee Relations, Talent Management, Learning & Development, Total Rewards, HR Operations, Compliance, and HR Technology functions to create a cohesive, scalable, and effective enterprise people system that supports organizational strategy and workforce objectives.

10. Leading and Developing Talent: Directs organizational design for multiple departments and oversees development and training of staff. Ensures ongoing succession planning and development within and outside of unit. Actively networks and sources for positions throughout the organization.

11. Project and Change Management: Establishes project priority and timing, articulates vision for organizational changes. Authorizes use of organizational time, talent and financial resources to support projects and improvement initiatives. Manages change through effective communication and coaching throughout the organization. Builds and participate in leadership coalition supporting and implementing the change and frequently serves as Project Sponsor for major initiatives.

12. Community Engagement: Demonstrated leadership presence in the community through serving on volunteer boards, steering committees or other community committees that align with our intended impact.

13. Responsible for completing all other duties/responsibilities as assigned.

REQUIREMENTS:

1. Bachelor s Degree required and a minimum of 10 years experience.

LEADERSHIP COMPETENCIES:

1. Strategic Mindset: Develops and integrates organizational strategies to achieve and sustain competitive advantage. Explores future scenarios and leverages organizations differentiators to develop viable long-term strategy. Adjusts business strategies in response to changing market dynamics and business needs.

2. Drives Vision and Purpose: Demonstrates and a commitment to the organizations purpose and vision and ensures clarity around mission, vision and the guiding principles. Articulates with energy and optimism a compelling vision of the positive impact the organization.

3. Business Insight: Demonstrates thorough business/industry knowledge and can synthesize business information and respond to changing market dynamics effectively. Proactively monitors external factors and policies that may affect the organization. Uses knowledge to plan work and guide decision making.

4. Courage: Fosters a culture that supports people taking well-reasoned risks, regardless of outcome and appropriately advocates for decisions that are for the good of the organization. Confronts actions that are inconsistent with the Guiding Principles and demonstrates the ability to provide leadership through high-stakes situations, crises, or conditions of uncertainty.

PHYSICAL/SENSORY DEMANDS:

Job requires the following: remain stationary for sustained periods of time; ability to move about to accomplish tasks; must be able to operate a computer or similar technology, which typically involves substantial motions of wrist, hands and/or fingers; visual acuity to perform activities such as preparing data, operating equipment or review thoroughness of work; ability to communicate with others and exchange information. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

When determining placement within the salary range for this position Goodwill Greater Milwaukee & Chicago considers education, experience, internal equity, market demands and other qualifying criteria. It is not typical for individuals to be hired at or near the top of the rage for their role and compensation decisions are dependent on facts and circumstances of each case.

Certain roles are eligible to participate in an incentive plan. Participation in this plan does not guarantee an incentive payment and is subject to the terms and conditions of the plan, which are subject to change.

In addition to compensation, we offer a competitive benefit program that may include medical, dental, vision, short and long-term disability, life insurance, retirement plan, paid time off (PTO) and more. The specifics of each benefit package will vary depending on factors such as full or part time jobs, contracted, temporary, or other job categories.

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