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Executive Vice President of People, Goodwill NYNJ

Goodwill NYNJ
New York, United States
Salary Not specified
Posted Date
Nov 29, 2021

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Goodwill Industries empowers individuals with disabilities and other barriers to employment to join the workplace through the power of work.




Goodwill Industries of Greater New York and Northern New Jersey, Inc. (Goodwill NYNJ) is a 501(c)(3) nonprofit organization that operates retail stores throughout the region powered by donations of clothing and household items. Goodwill NYNJ translates those donations into workforce development services for people with disabilities and behavioral health, for people who are underemployed and unemployed, and provide job training leading to employment. Annually, Goodwill NYNJ services build better lives for thousands of people a year. For more than 106 years, the agency’s mission has been to empower individuals with disabilities and other barriers to employment to gain independence through the power of work.


Headquartered in Brooklyn, New York, Goodwill NYNJ operates 23 stores and 15 service locations in the region. It has an annual operating budget of $110 million and over 1,300 full-time, part-time, and temp employees.





Reporting directly to the President & CEO, the EVP of People is the leader of a nine-person human resources team. They will lead the development and implementation of their talent initiatives, ultimately stewarding its staff through the full talent cycle. Goodwill’s person-centered approach is part of their new strategic plan. It is designed to help build the team and infrastructure to attract, hire, evaluate, nurture, elevate, and reward a staff the staff in their mission and retail operations and to ensure that its culture and compensation support their valued team. This is a new role and an opportunity for the EVP of People to build their vision of a successful nonprofit HR division.


For the EVP of People role, the organization is looking for a leader who is a great communicator with a high degree of integrity, accountability, and emotional intelligence. They value strategic thinkers and systems builders with well-honed management skills and a commitment to continuous performance improvement and achieving results. Excellent problem solvers with thoughtful, data-driven approaches to challenges will find a home at Goodwill NYNJ. The organization is committed to diversity, equity, and inclusion. Every single day, knowledge of HR conventions, law, people management, and organizational development will meld with an innovative spirit. The successful candidate will have a track record of success in leading change, improving processes, and maximizing systems. They will possess excellent judgment, be a good listener, and inspire others. They will bring a servant-leadership mentality and must readily gain the trust of both leaders and staff. They must handle sensitive issues with diplomacy and discretion, in addition to being a skilled coach of individuals and groups.





The EVP of People will lead:


 Talent Strategy, Acquisition, and Development


  • Talent Strategy: Design a multiyear agenda for talent policies and programs; define, communicate, and nurture the culture; collect multiple points of feedback from employees on their alignment and engagement, and make working at Goodwill more meaningful and rewarding; build and repair systems that are unused or not used to full capacity; measure changes in job satisfaction and take action to improve areas of weakness.
  • Talent Acquisition: Raise Goodwill’s reputation as a great place to work; execute a sourcing, selecting, and onboarding strategy that generates a high quality, diverse workforce; implement a strategy that firmly supports hiring great people in all roles; ensure clear, best-in-class onboarding and quick processing of new hires.
  • Talent Development: Coach senior leaders on managing and developing their teams; design and lead leadership development activities, including training, succession management, and building senior teams; expand the employee review process to increase utilization and full cycle of helpful feedback loops for all staff; develop and pursue a strategy for investing in staff education and training, with the goal of increasing certifications and improving hard and soft skills, using internal and external supports including partnerships with colleges.


HR Operations and Administration 


  • HR Operations: Oversee the implementation of all HR policies and programs with supporting goals, objectives, and budget; supervise all HR staff and provide leadership to the HR team. Service excellence to internal partners is paramount, and will require effective management of consultants, attorneys, and other external partners and vendors; oversee the software relationship with ADP; make data-driven decisions on pay and benefits; and use data to identify and fix broken processes.
  • Administration: Ensure compliance with federal and state requirements and with Goodwill NYNJ policies (conducting investigations, maintaining records, representing Goodwill NYNJ at hearings); ensure reconciliations and proper checks and balances; implement appropriate HR controls and risk management, modernize and consolidate systems, and develop new policies, employee manuals, procedures, and systems as needed to make the organization more effective and efficient by using technology to share information widely; liaise with, and report to, the Board of Directors’ HR Committee at least twice a year with reports, updates, and new initiatives.
  • Participate in organization-wide projects such as Service Excellence with Franklin Covey, Strategic Planning, or others, ensuring that HR has a voice in strategic change.


 Compensation, Benefits, and Employee Relations


  • Compensation: Manage compensation, including salary increases, promotions, and other compensation decisions; develop a compensation plan and benchmark pay with comparable organizations; align performance management systems with compensation philosophy.
  • Benefits: Coordinate insurance brokers, insurance carriers, and pension administrator; oversee group healthcare, retirement, and insurance negotiations; pursue Total Benefits, including financial counseling, savings, in-house loans, partnerships with banks, etc., to improve our staff financial health.
  • Employee Relations: Provide leadership in developing their person-centered approaches to eliciting feedback from staff regarding policies and procedures; cultivate a safe, fulfilling, and respectful work environment free from discrimination and harassment, that promotes the wellbeing of our staff; develop and implement Diversity, Equity, and Inclusion (DEI) initiatives to support the organization’s mission and values; investigate and resolve grievances and complaints; make recommendations for hiring and firing; manage legal counsel regarding employee relations.


Board and Management Relations


  • Regular and direct communications with the CEO and Board members.
  • Management and leadership of the Board of Directors’ HR Committee.
  • Presentations to the Board of Directors.





The ideal candidate will have:


  • A bachelor’s degree in human resources or a related field; a master’s degree preferred;
  • SPHR or other human resources certifications;
  • Proven senior-level strategic thinking, problem-solving, planning, and implementation capability to partner with leadership in a large and complex nonprofit organization (required) and knowledge of the human services sector (strongly preferred);
  • Demonstrated ability to work in partnership with a strong CEO and an experienced and results-oriented senior staff;
  • A record of success as a thoughtful and respectful manager who recognizes and appreciates staff knowledge and talent, believes that good ideas can come from anywhere, and leads by example;
  • Analytical and forecasting experience, particularly to anticipate business and talent opportunities and challenges; knowledge of and experience with ADP systems and other information technology;
  • Excellent interpersonal and conflict resolution skills; strong supervisory and leadership skills;
  • The skills to communicate effectively, articulately, and persuasively – verbally and in writing;
  • Excellent organizational skills and attention to detail;
  • Thorough knowledge of employment-related laws and regulations;
  • The technological savvy to drive efficiencies and engage the workforce through technology solutions;
  • Ability to travel between Goodwill NYNJ’s locations – a minimum of 30 percent of the time.





The ideal candidate will be:


  • Committed to Goodwill’s mission to provide life-changing support to the unemployed and underemployed, people with behavioral health challenges, and those with autism and developmental disabilities;
  • A dedicated leader/manager, collaborative and team-oriented, who can take charge, build consensus, and affect change; someone who must impart credibility, trust, enthusiasm, and integrity, and who must motivate others in the same vein;
  • Outgoing, straightforward, and decisive with the skills to share information, listen, and learn as well as give advice;
  • Able to launch MVPs as well as full strategies with minimal oversight and positive collaboration with other teams using indirect authority;
  • Mature – with a high level of judgment, decision making, and sensitivity in a human services-oriented environment;
  • Decisive and innovative; tough minded yet flexible; able to compromise effectively, when necessary, in a fast-paced and complex organization;
  • Emotionally mature, with an intact ego;
  • Ready to roll up sleeves and help us create a world-class organization;
  • Full COVID-19 vaccinations required.



Please send applications, and nominations, to Susan Meade at

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