About Goodwill Industries of Central Florida
Goodwill is the original social enterprise, founded 120 years ago by Rev. Edgar J. Helms, a minister and early social innovator. He created the Goodwill philosophy of “not charity, but a chance,” when he collected used household goods and clothing in wealthier areas of the city, then hired and trained the low-income members of his Methodist Church to mend and repair the used goods. 120 years later, Goodwill is the leading thrift retailer and non-profit provider of employment and training – and is one of the most recognized brands in the Nation.
Goodwill Industries of Central Florida (GICF) is one of 155 autonomous U.S. affiliates of Goodwill Industries International. Since 1959, GICF has been fulfilling its mission of “Building Lives That Work.” As a social enterprise, 1,600 employees across the various sites accept donations and turn unwanted items into economic opportunities for those in need. Each of the jobs created is a full expression of its mission that helps people find meaningful work and achieve their life goals. Additionally, GICF has a rich history of serving people with disabilities, veterans and youth that help them to get back on their feet, secure employment, develop their careers, and achieve their goals in life. Goodwill Industries of Central Florida proudly serves Brevard, Lake, Orange, Osceola, Seminole, and Volusia Counties and investing in these communities creates a positive economic impact in the community.
The vast majority of its nearly $110MM projected revenue in 2022 comes from the Organization’s 29 retail stores which provide two key functions to their communities: jobs, and high-quality, fairly priced consumer goods.
Under the leadership of the Chief Executive Officer, Ed Durkee, GICF is a leader in the national organization in operational excellence, profitability, and job creation. True to the core mission of the business, the success of their retail operations provides the opportunity to pay higher wages while driving better financial results which will enable them to expand their store footprint, fund more programs, including a Goodwill Scholars Program, and employ still more people in need of jobs.
For more than 60 years, GICF has provided services that benefit the community. Their business model of retail and outlet stores has also highlighted their positive environmental impact of driving a resale economy. In 2022, GICF diverted more than 20 million pounds of product from landfills. Items that are donated and not considered appropriate for resale are either sold to overseas resellers or to recycling operations, creating another revenue stream while helping the planet.
For more information on Goodwill Industries of Central Florida, please visit www.goodwillcfl.org.
The Opportunity as Vice President of Human Resources
The Vice President of Human Resources provides comprehensive leadership and direction for the people functions at Goodwill Industries of Central Florida. The Vice President is responsible for strategic human resource planning and talent management practices providing the organization with the best talent available to build opportunities for business growth and supporting a culture of continuous learning and service. Working closely with the Leadership this leader will help align and shape organizational and people capabilities with the business strategy and operational objectives.
As a direct report to the Chief Administrative Officer, Jill Hill, this role requires setting strategy while rolling up your sleeves and executing in a fast-paced dynamic environment. The Vice President is responsible for advancing organization culture and advising on emerging trends, human resource policies, procedures, and implementation to ensure that the organization is recruiting and retaining a talented and diverse staff that is well-prepared to help the organization meet its mission while fostering an inclusive, diverse, equitable, and accessible workplace. The Vice President will ensure that employees have opportunities for training, creativity, and advancement and that the organization’s culture is welcoming and inclusive, supporting employee engagement, well-being, and success.
The Vice President will oversee both the human resources team which includes a team of direct reports leading talent acquisition, employee relations, total rewards, learning and development, payroll, compliance, and functionality of the HR information system. The Head of Human Resources will lead, mentor, and develop a strategic, transparent, and customer service-orientated HR function, characterized by functional and operational excellence. This role will translate broad strategies into specific structures, plans, and processes, supporting strategic priorities and implementing them in a measured and focused manner that enhances organizational effectiveness.
Responsibilities and Opportunities
Human Resources and Organizational Development
- Focus on building capability and expertise in talent acquisition, employee relations, total rewards, and organizational and leadership development.
- Align the vision and strategy for human resources with the strategic and tactical business plans.
- Provide forward thinking solutions about building organizational agility and workforce capability.
- Evaluate, advise, and communicate on current and future programs, strategies, external and competitive trends, and regulatory and compliance changes finding creative and beneficial solutions.
Talent Management and Onboarding
- Develop models to identify competency, knowledge, and talent gaps and develop specific programs for the development of staff and leadership, and for succession planning.
- Develop staffing strategies and implementation plans and programs to identify talent within GICF and create strategic talent pipelines for external talent sources. Experience designing a comprehensive strategy to attract, onboard, retain and develop a skilled and engaged workforce that distinguishes GICF in the marketplace.
Professional Skills and Leadership Development
- Creates a culture of continuous learning and professional development.
- Builds leadership capability; empowers others to build their decision-making skills.
- Builds HR capacity and fluency in equitable and inclusive practices and policies within a changing and challenging regulatory environment.
- In collaboration with leadership effectively integrates inclusive and equitable policies, practices, and systems in processes and communications.
- Develop market competitive compensation and benefits programs that align with the compensation and rewards philosophy of the organization and that provide motivation, incentives, and rewards for effective performance for the short- and long-range health and welfare of all employees.
- Creates, promotes, and sustains a compelling employee value proposition that attracts and retains employees.
Leverage Technology and Data Analytics
- Understands financial implications of decisions and provides leadership that promotes effective use of resources.
- Fuses human resources analytics as one of the many variables in management decision making.
- Stays current on best practices and committed to continuous process improvement.
- Ability to distill and analyze information to proactively identify core human resources and workplace opportunities and challenges.
The successful candidate will possess broad human resources knowledge; expertise in providing strategic, operational, collaborative, and consultative service; a nuanced approach to organizational leadership, and experience building, managing, and motivating teams.
The ideal candidate will have many of the following professional and personal qualities, skills, and characteristics:
Comprehensive Human Resources Expertise
- Comprehensive knowledge of current HR best practices, ability to develop, implement, lead and monitor meaningful and measurable programs and services.
- Experience designing a comprehensive talent acquisition strategy in various competitive markets.
- Knowledge of financial and operational elements of benefits plans and administration of plans.
- HR Operations, HRIS, HR process and policy development, HR analytics.
Team Leadership and Management
- Success in building a high-performing HR team by leading, developing, and mentoring; builds capacity and skills to meet future needs.
- Creates a culture of continuous learning and professional development for the organization including HR.
- Experience and capacity to both directly manage staff and advise supervisors/managers on how to build and support high performance among their teams.
- Leads by example: Holds self and HR Team accountable to the highest standards of service, performance and respect.
Collaborator, Partner, and Facilitator of Change
- Understands the connections between culture, mission and values.
- Manages constituent expectations and maintains a balanced perspective in problem-solving, mediating, and conflict resolution.
- Demonstrated cultivator of positive working relationships with all members of the community and the sophistication, confidence, and knowledge to engage at leadership levels.
Demonstrated Analytical Skills and Business Judgement
- Uses data informed decision making to support HR and organization goals.
- Creative problem solver.
- Maximizes effective use of resources.
Cultivates Inclusion and Equity
- Effectively integrates inclusive and equitable policies, practices and systems into organizational policies, programs, and practices.
- Demonstrates record of advancing and creating, fostering, and building an inclusive culture where people are valued and respected for their contributions.
- Fosters an institutional focus on practices that foster resilience, compassion, equitable practices, innovative thinking, and high-impact work.
In addition, strong candidates will offer:
- Bachelor's degree; graduate degree or equivalent combination of experience and education, and professional certifications such as SHRM-SCP preferred.
- Progressively responsible leadership experience in a similarly complex multi-site growth environment. Experience in a retail setting preferred.
- Experience with building systems, processes and policy in a growth environment is preferred.
- Skilled listener and communicator with a high level of emotional intelligence and empathy.
- Demonstrates personal and professional integrity that intentionally shapes and influences a positive culture, and ethics driven by values.
- Skilled in constructive conflict management and resolution skills, thoughtful, fair, uses discretion, sound judgment, clarity, and transparency.
- A record of success in leading and guiding change management and transformation practices with a systems and business process mind-set.
- A strong customer and continuous improvement focus including proactively seeking opportunities to develop and improve operations and customer service.
Compensation & Benefits
The salary range for this position is $170,000 to $190,000.
GICF offers an excellent benefits package that includes medical, dental, wellness, and vision coverages, disability insurance, life insurance, education scholarships, a 403(b) retirement plan with company match, a shopping discount, and paid time off.
The final salary will reflect internal equity and the selected candidate’s individual experiences, skills, and abilities.
Koya Partners, the executive search firm that specializes in mission-driven search, has been exclusively retained for this engagement. Beth Schaefer and Stephen Milbauer of Koya Partners have been exclusively retained for this search. Please submit a compelling cover letter and resume by filling out our Talent Profile.
Koya Partners is committed to providing reasonable accommodation to individuals living with disabilities. If you are a qualified individual living with a disability and need assistance expressing interest online, please email NonprofitSearchOps@divsearch.com. If you are selected for an interview, you will receive additional information regarding how to request an accommodation for the interview process.
Goodwill Industries of Central Florida is an equal opportunity employer and strongly encourages applications from people of color, persons with disabilities, women, and LGBTQ+ applicants.