Goodwill Houston
Job Title:
Director of Human Resources Operations
Department:
Human Resources (HR)
Reports to:
Senior Vice President of HR (SVP of HR)
FLSA Status:
Exempt
Mission Support:
Goodwill Houston (GWH) is leading change, connecting people, and advancing the future of work. We educate, train, and hire individuals with barriers to employment to help them thrive. We connect people, families, and communities to improve lives and meet today's and tomorrow's workforce needs. Powered, in part, by donations and retail customers, we change lives through the power of work.
Position Summary Reporting to the SVP of HR and part of the HR Leadership Team, this role requires a strategic and execution-focused leader responsible for delivering a high performing HR service model that drives consistency, compliance, and scalability in support of a mission-driven social enterprise. This position oversees and leads process standardization in key functions— Total Rewards, HR Data Integrity, HR Governance, and Employee Relations. This role ensures HR practices effectively and efficiently supports a diverse workforce at all levels within the organization.
Essential Duties and Responsibilities
Lead compensation programs with the Manager of Total Rewards, including salary structures, compensation cycles, incentives, and equity.
Develop and oversee the strategic framework for field and corporate incentive programs, ensuring alignment with enterprise objectives and operational needs.
Use analytics to measure total rewards program effectiveness, track trends, and optimize offerings.
Champion a data-driven culture within the team and across stakeholder groups.
Build and maintain strong partnerships with Finance, HR, Payroll, Field Operations and Technical Teams to ensure seamless integration of incentive programs into business processes.
Build and optimize standard operating procedures (SOP), workflows, and service-level commitments across the HR lifecycle, including Employee Handbook.
Establish a unified HR service-delivery model that eliminates silos and improves response times, accuracy, and business alignment.
Manage regulatory compliance with federal, state, and local employment regulations (EEOC, DOL, OSHA, FLSA, ADA, FMLA, DOT).
Oversee the Employee Relations (ER) team in managing investigations, grievances, and performance management processes consistently across sites.
Develop and maintain HR data governance frameworks; ensures data accuracy, consistency, and compliance with data privacy and employment regulations across all systems.
Implement proactive compliance and HR policy training for managers and supervisors.
Oversee the development of advanced analytics and reporting capabilities to monitor incentive performance and identify improvement opportunities.
Drive cross-functional initiatives that enhance field performance and employee motivation.
Perform other duties as assigned by management.
Additional Responsibilities
Compensation expertise with a deep understanding of incentive design and pay-for-performance principles.
Effective communicator with the ability to engage and influence stakeholders across functions.
Collaborative leader who builds trust and drives accountability.
Organized and detail-oriented with strong project management skills.
Demonstrate professionalism and present a friendly, cooperative attitude.
Adheres to local, state, and federal laws and regulations.
Minimum Qualifications
A bachelor’s degree is required; a degree in Human Resources, Business Administration, or a related field is preferred. Master’s degree is preferred.
A minimum of eight (8) years of progressive HR experience including HR operations, HRIS, total rewards, or governance leadership.
Demonstrated experience building HR infrastructure in a complex or rapidly scaling organization.
Proven ability to lead through influence and collaborate across multiple HR functions and business lines.
Excellent analytical, communication, and change-leadership capabilities.
Key Performance Indicators (KPI)
HR Services and Delivery.
Data Governance Compliance.
Merit Cycle Execution Timeliness.
Job Architecture Governance.
Physical Requirements/Work Environment
Ability to sit, stand, bend, and reach.
Ability to lift, push, and pull up to 25 lbs.
Seniority level Director
Employment type Full-time
Job function Human Resources, Management, and Strategy/Planning
Industries
Non-profit Organizations
Retail Apparel and Fashion
Retail Recyclable Materials & Used Merchandise
#J-18808-Ljbffr
Director of Human Resources Operations
Department:
Human Resources (HR)
Reports to:
Senior Vice President of HR (SVP of HR)
FLSA Status:
Exempt
Mission Support:
Goodwill Houston (GWH) is leading change, connecting people, and advancing the future of work. We educate, train, and hire individuals with barriers to employment to help them thrive. We connect people, families, and communities to improve lives and meet today's and tomorrow's workforce needs. Powered, in part, by donations and retail customers, we change lives through the power of work.
Position Summary Reporting to the SVP of HR and part of the HR Leadership Team, this role requires a strategic and execution-focused leader responsible for delivering a high performing HR service model that drives consistency, compliance, and scalability in support of a mission-driven social enterprise. This position oversees and leads process standardization in key functions— Total Rewards, HR Data Integrity, HR Governance, and Employee Relations. This role ensures HR practices effectively and efficiently supports a diverse workforce at all levels within the organization.
Essential Duties and Responsibilities
Lead compensation programs with the Manager of Total Rewards, including salary structures, compensation cycles, incentives, and equity.
Develop and oversee the strategic framework for field and corporate incentive programs, ensuring alignment with enterprise objectives and operational needs.
Use analytics to measure total rewards program effectiveness, track trends, and optimize offerings.
Champion a data-driven culture within the team and across stakeholder groups.
Build and maintain strong partnerships with Finance, HR, Payroll, Field Operations and Technical Teams to ensure seamless integration of incentive programs into business processes.
Build and optimize standard operating procedures (SOP), workflows, and service-level commitments across the HR lifecycle, including Employee Handbook.
Establish a unified HR service-delivery model that eliminates silos and improves response times, accuracy, and business alignment.
Manage regulatory compliance with federal, state, and local employment regulations (EEOC, DOL, OSHA, FLSA, ADA, FMLA, DOT).
Oversee the Employee Relations (ER) team in managing investigations, grievances, and performance management processes consistently across sites.
Develop and maintain HR data governance frameworks; ensures data accuracy, consistency, and compliance with data privacy and employment regulations across all systems.
Implement proactive compliance and HR policy training for managers and supervisors.
Oversee the development of advanced analytics and reporting capabilities to monitor incentive performance and identify improvement opportunities.
Drive cross-functional initiatives that enhance field performance and employee motivation.
Perform other duties as assigned by management.
Additional Responsibilities
Compensation expertise with a deep understanding of incentive design and pay-for-performance principles.
Effective communicator with the ability to engage and influence stakeholders across functions.
Collaborative leader who builds trust and drives accountability.
Organized and detail-oriented with strong project management skills.
Demonstrate professionalism and present a friendly, cooperative attitude.
Adheres to local, state, and federal laws and regulations.
Minimum Qualifications
A bachelor’s degree is required; a degree in Human Resources, Business Administration, or a related field is preferred. Master’s degree is preferred.
A minimum of eight (8) years of progressive HR experience including HR operations, HRIS, total rewards, or governance leadership.
Demonstrated experience building HR infrastructure in a complex or rapidly scaling organization.
Proven ability to lead through influence and collaborate across multiple HR functions and business lines.
Excellent analytical, communication, and change-leadership capabilities.
Key Performance Indicators (KPI)
HR Services and Delivery.
Data Governance Compliance.
Merit Cycle Execution Timeliness.
Job Architecture Governance.
Physical Requirements/Work Environment
Ability to sit, stand, bend, and reach.
Ability to lift, push, and pull up to 25 lbs.
Seniority level Director
Employment type Full-time
Job function Human Resources, Management, and Strategy/Planning
Industries
Non-profit Organizations
Retail Apparel and Fashion
Retail Recyclable Materials & Used Merchandise
#J-18808-Ljbffr