Senior Strategic People Resources Partner

Under the leadership and guidance of the Chief People & Culture Officer, the Sr. Strategic People Resources Partner will serve as an internal consultant to managers/supervisors involved in the day-to-day business and operations of Goodwill of the Finger Lakes. In this role, you'll have the opportunity to collaborate with your peers on a wide array of People matters, such as strategic human capital planning, employee relations/investigations, employee engagement, and career development. The position manages the strategic people partners and employee relations and serves as their first point of contact and provides advice on HR related matters to ensure consistency in practice and standard operating procedures in People Resources. This role collaborates with payroll, compensation, benefits, talent management, employee engagement and other HR disciplines, assisting the Chief People & Culture Officer in managing PR shared services. The Sr. Strategic People Resource Partner is instrumental in driving the Goodwill of the Finger Lakes (GFL) mission and values of Live Goodwill Blue to help achieve maximum organizational performance.

This position requires a highly motivated person who is proactive and passionate about service delivery aligned with the mission and values of the organization and finding human capital business solutions. Equally important is the ability to work cross-functionally enterprise-wide and balance business priorities. This position requires hands-on-tactical work and client service as well as strategic and critical thinking knowledge and application. Strong experience in multiple Human Resources disciplines is necessary and one must demonstrate strategic human resources business acumen.

This position is under the leadership of the Chief People and Culture Officer. It includes developing and executing strategies and methods that will directly impact positive employee engagement, managing employee relations, productivity & performance, the employee life cycle and more.

ESSENTIAL DUTIES AND RESPONSIBILITIES:

• Provide consultative guidance regarding organizational and people-related strategies
• Develops effective working relationships and supports the development and implementation of divisional PR strategies and practices in support of the departments organizational business plans in the areas of leadership development, workforce planning, compensation, talent and performance management, organizational change management, retention, and talent acquisition with a foundational focus on equity, diversity and inclusion, and access.
• Develops and maintains an understanding of the department's short- and long-range goals, marketplace position, and strategic plan to assess and anticipate PR-related needs and provide proactive recommendations.
• Applies people analytics to empower business leaders to make data driven decisions by communicating workforce risks, analyzing workforce trends, and identifying future opportunities
• Maintains working knowledge of the legal and regulatory environment as it relates to employment law to evaluate and resolve complex employee issues to reduce potential risk to the organization.
• Consistently demonstrates high standards of integrity by upholding the mission and values of the organization, adhering to the Corporate Code of Conduct, and leading to Live Goodwill BLUE values and beliefs.
• Lead initiatives to foster an inclusive employee experience
• Collaborate with the Equity and Inclusion Advisory Council
• Collaborate with Employee Engagement and the Director of Development and Marketing
• Manage and oversee the strategic business partner and employee relations team
• Facilitate 1-on-1's and provide coaching, upskilling and interpersonal development to direct reports. Ensure team members are clear on workplace expectations and living Goodwill BLUE.
• Facilitate the annual performance appraisal, and pre conversations to ensure appropriate feedback prior to the annual review.
• Serve as the first point of contact to address interpersonal issues between team members, and individual team members to provide corrective actions as needed.
• Manage team members' work schedules, time-off requests and remote work.
• Manage workforce development programs and maintain community partnerships aligned with the organizations business development plans
• Lead the learning and development discipline to ensure effective and up-to-date organization wide professional development.
• Acts as a functional team lead across peer groups to ensure PR is represented.
• Evaluate and resolve employee relations issues.
• Provide quarterly reporting workforce analytics.
• Review and update policies and standard operating procedures to maintain compliance with federal and state employment laws.

Requirements:

• 8+ years of HR Strategy, Employee Relations, and Compliance experience
• BA/BS degree in Human Resources or a related field; MA/MS/MBA preferred
• Strong knowledge of legal requirements and compliance
• Professional experience with talent development, employee relations, and workforce analytic reporting
• High Emotional Intelligence
• Ability to effectively balance multiple and competing priorities
• Clear understanding and application of autonomy vs authority

REASONING ABILITY:

Able to define problems, collect data, establish facts, analyze, and draw valid conclusions. Interprets an extensive variety of instructions and deals with several abstract and concrete variables simultaneously.

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.

While performing the duties of this job, the employee is routinely required to do computer keyboarding and/or generate other written communication and to be an effective verbal communicator. The employee must be able to perform training and other responsibilities throughout Goodwill of the Finger Lakes' territory, as needed.

WORK ENVIRONMENT:

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. The noise level in the work environment is usually moderate.

Local and regional travel is required.