Goodwill of Central and Northern Arizona

Human Resources

• Oversees the HR Business Partner Team (HRBPs) and the Employee Relations Team (ER) to most effectively manage company talent and minimize risk and negative exposure while increasing productivity and retention for Goodwill of Central and Northern Arizona (GCNA) and its affiliated entities.
• Leads the development, design, and implementation of proactive, scalable, and compliant people operations across a multi-state organization.
• Responsible for stabilizing and strengthening HR fundamentals, establishing consistent practices, and evolving the HR Business Partner and Employee Relations functions into trusted forward-thinking partners to the business.
• Ensures the HRBP and ER teams become strategic partners with business area leaders to solve problems, leverage opportunities, and minimize risk.
• Develops and executes HR strategies that strengthen foundational people practices and support short- and long-term business objectives across a multi-state organization.
• Builds and leads high-performing HRBP and ER teams by establishing clear operating models, goals, success metrics, and development plans that drive accountability and consistency.
• Leverages people and employee relations analytics proactively to identify trends, risks, and capability gaps; ensures timely intervention, corrective action, and leader support through targeted tools, training, and guidance.
• Ensures enterprise-wide compliance and risk mitigation by overseeing adherence to all applicable federal, state, and local employment laws and regulations, including FLSA, NLRA, FMLA, ADA, and EEOC requirements.
• Monitors emerging workforce and employment trends and translates insights into practical, scalable solutions aligned with organizational priorities and operational needs.
• Partners with business leaders on workforce planning and restructuring efforts, ensuring alignment with strategy, compliance, and change management best practices.
• Leads the HR Business Partner team in providing proactive coaching and advisory support to leaders across performance management, leadership effectiveness, talent planning, compensation, engagement, retention, succession, and recognition.
• Leads the Employee Relations function to proactively assess ER trends, address root causes, and implement preventative strategies, including training and leader enablement tools.
• Oversees the development, review, and annual update of employee handbooks and HR policies, ensuring clarity, consistency, and compliance across multi-state operations.
• Interprets and applies employment law, policies, and practices to provide clear, practical guidance to leaders and HR partners, balancing risk management with sound business judgment; leads HRBP and ER teams to operate likewise.
• Collaborates closely with senior and executive leadership to solve complex people challenges and advance organizational effectiveness.
• Models a high standard of service and partnership, building trust and credibility through responsive, consistent, and solutions-oriented HR support.
• Independently leads high-impact, cross-functional HR initiatives and projects from design through execution, ensuring alignment with operational needs and scalability.
• Serves as the escalation point for complex, sensitive, or high-risk HR and employee relations matters.
• Acts as a visible HR leader and ambassador, driving initiatives that strengthen operations, leadership capability, and workplace culture.
• Designs and delivers training related to people management, employee relations, and employment law to build leader confidence and capability and reduce risk.
• Maintains strict confidentiality and sound judgment, handling sensitive information with discretion and professionalism.
• Identifies and drives continuous improvement opportunities to streamline HR processes, enhance consistency, and improve scalability and effectiveness.
• Partners with HR leadership to build and manage budgets for assigned areas, ensuring responsible stewardship of resources.
• Travels to company locations as needed.
• Provides support outside standard business hours when needed, particularly for urgent or high-risk matters.
• Leads performance management and talent oversight for direct reports, including coaching, discipline, development planning, compensation, and annual reviews.
• Plays a critical role in driving company culture change efforts and change management processes.
• Models Goodwill Core Values – Trust, Collaboration, Engagement, Ownership, and Innovation.

Senior Manager, HR Business Partners – Employee Relations