The Lead HR Generalist GWGL provides frontline support for employee relations, leads daily HR workflow, and ensures consistent service delivery across assigned portfolios.

RESPONSIBILITY LEVEL:

The Lead HR Generalist GWGL provides frontline support for employee relations, leads daily HR workflow, and ensures consistent service delivery across assigned portfolios. This role monitors HR communications and training quality, analyzes key data to inform decisions, supports core HR programs, and drives standardization through policy and process updates

Implements organization's goals, may provide input into strategic goals for Goodwill Great Lakes Human Resources. Conducts research, evaluates data, and reports on findings, supporting the development and implementation of policies, procedures, and programs. Has familiarity with the GWGL Human Resources budget, may provide input into spending decisions, particularly as pertains to vendors, systems, and projects. Typically works on projects and initiatives that span 12 months - 2 years.

PRINCIPAL DUTIES:

1. Lead level responsibilities include: Partner with Sr. Manager HR GWGL on ensuring human resources best practices are applied, including but not limited to retention, engagement and employee support services. Serve as the first point of contact on complex employee relations assist with guiding and developing the HR Generalists and serving as the point of contact in the manager's absence.

2. Ensures compliance with Goodwill's human resources and business unit policies. Lead the review and updates of HR policies, SOPs, and process documentation to ensure standardization.

3. Support assigned portfolios, including galleys and/or logistics, ensuring consistent HR service delivery.

4. Initiate and/or support human resources projects, programs, processes and practices such as retention, turnover talent management, workforce planning, employee relations, potential employees, training, development, communication, performance management, consultation and support to managers and employees.

5. Lead HR task workflow by tracking, assigning, and ensuring timely completion of administrative and operational work.

6. Analyze key HR data (e.g., ER trends, retention indicators) and elevate insights to support decision making.

7. Monitor, track, and evaluate HR communications and training materials-including orientation-to ensure quality and consistency.

8. Leading and Developing Talent: May partner with coworkers to advance their development.

9. Project and Change Management: May serve as a team member, or subject matter expert, for formal or department projects. Contributes ideas and helps develop solutions, while balancing demands of project work and routine job responsibilities. Engages effectively in change affecting her/him, communicating appropriately with supervisor. Follows through on learning, skill building, and practice necessary to adapt to change.

10. Problem Solving: Light supervision; works independently. Periodic review of work by manager or direct customer. Researches, analyzes, and evaluates situations and reports on findings. Solves advanced problems.

11. Technical Skill: Advanced knowledge of professional principles and skills. Comprehensive knowledge of principles, practices and procedures of particular field of specialization.

12. Community Engagement: Champions Goodwill's community engagement initiatives. Aware of Goodwill's community partner organizational and participates in volunteer opportunities as pertains to role and interest. Participates in industry/knowledge groups.

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

REQUIREMENTS:

1. Two years of college education or experience equivalency, and a minimum of 5 years' experience.

2. Comprehensive understanding of all HR areas including, but not limited to: Employee Relations, Training, and Engagement.

3. Knowledge of federal and state legislation which affect employees in the work place, including

4. affirmative action guidelines

5. Proficiency with Microsoft Office Suite (Outlook, Word, Excel, PowerPoint.

CORE CULTURAL COMPETENCIES:

1. Customer Focus: Independently anticipate and meet customer needs, while searching for ways to improve customer service. Internalize customer feedback, and follow up with customer to ensure problems are solved by providing innovative ideas to meet their future needs.

2. Values Differences: Seeks out the diverse perspectives and talents of others, striving to work effectively with others who have different perspectives, backgrounds or styles. Behave with sensitivity towards differences in cultural norms, expectations, and ways of communicating. Challenge stereotyping or offensive comments.

3. Communicates Effectively: Shares information and updates with others, while ensuring a clear, concise and professional communication through reports, documentation, written and other communications. Listens with interest to what others have to say.

4. Situational Adaptability: Demonstrates flexibility of responses to different situations through adapting to the changing needs, conditions, priorities or opportunities. Monitors how well an approach is working to see if a change is needed, recognizing cues that suggest a change in approach or behavior is needed.

5. Drives Results: Demonstrates a strong drive to achieve meaningful results, through driving tasks to successful completion and closure. Sets high standards for own performance, showing determination in the face of obstacles and setbacks.

6. Ensures Accountability: Takes responsibility and ownership for successes and failures in own work. Monitors progress of performance and changes approach accordingly, following through on commitments.

PHYSICAL/SENSORY DEMANDS:

Remain stationary for extended periods of time, repetitive use of hands, vision required for work with written and electronic documents, travel to various worksites.

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.

Equal Opportunity Employer

(SEW)