Director of Talent Management

Overview This position is a strategic and operational HR leader responsible for driving GGW’s Talent Management strategy, with direct accountability for overseeing team member relations, performance management, workplace investigations, and corrective action planning, and supporting a high-performing, engaged, and compliant workforce aligned to GGW’s strategic and mission objectives. The Director will serve as a collaborative partner to senior leaders, managers, and HR business partners to strengthen leadership effectiveness, improve team member engagement and retention, mitigate organizational risk, and ensure consistent, equitable people practices aligned with GGW’s values and strategic objectives. This position serves as a trusted advisor to leaders navigating complex people matters and plays a key role in building manager capability, accountability and organizational culture. The Director will help design innovative Team Member programs that advance the RISE culture and align with mission and business strategies. The Director's activities will be premised on ensuring Team Members feel seen, heard, and valued. This position is responsible for and will be held accountable for behaving in accordance with divisional and organizational RISE values and expectations. Goodwill offers exciting opportunities for professional growth, and robust benefits, including personal time off (PTO), paid holidays, basic life insurance, short/long term disability benefits, individual and family medical, dental and vision benefits, pet insurance, generous employee discounts, and access to an employee assistance program (EAP). 403(b)/401(k) plan with match available after 1 year. Bonus eligible. Responsibilities Essential Competencies Plans and Aligns Develops Talent Values Differences Drives Vision & Purpose Collaborates Strategic Mindset Decision Quality Essential Duties and Responsibilities: P&C Talent Management Strategy & Leadership Lead and develop P&C team members responsible for employee relations and performance management functions. Develop metrics and reporting related to key talent management areas that include but are not limited to employee relations trends, performance outcomes, retention, corrective actions, investigations, and manager effectiveness. Team Member Relations Leadership Oversee and conduct workplace investigations related to employee complaints, misconduct, harassment, discrimination, retaliation, and policy violations. Provides and ensures expert guidance and coaching to leaders on sensitive and complex team member matters, including performance concerns, conduct issues, conflict resolution, policy interpretation, workplace accommodations, corrective action and separations. Identify organizational trends and systemic issues through employee relations data and recommend proactive interventions. Performance Management & Accountability Ensure a strong partnership between the talent management team and leaders to strengthen goal setting, performance calibration, development planning, and performance documentation practices. Ensure strong support to leaders in addressing underperformance through effective coaching, performance improvement plans, and accountability frameworks. Ensure performance management practices are equitable, consistent, and aligned with organizational values and outcomes. Leadership Coaching & Manager Effectiveness Serve as a strategic coach to senior leaders and managers on leadership effectiveness, communication, and performance management. Partner with L&D and ensure the talent management team builds manager capability through training and resources focused on feedback delivery, documentation, conflict management, team member engagement, and accountability. Organizational Culture & Engagement Help cultivate a culture of belonging that promotes engagement, trust, and accountability. Partner with VP of P&C and senior leadership to interpret engagement survey results and develop action plans. Compliance & Risk Management Ensure compliance with all applicable federal, state, and local employment laws and nonprofit employment practices. Maintain and update employee relations policies, procedures, and documentation standards, and ensure all team member relations activities are properly documented. Partner with VP of P&C and General Counsel, as needed, on high-risk or complex employment matters and maintaining and updating the team member handbook. Other Duties and Responsibilities Leads employee relations investigations as needed and in the absence of TMR Partners. Other duties as assigned. Supervisory Responsibility Team Member Relations Team Qualifications Required Qualifications Bachelor’s Degree in a Related field: Human Resources, Organizational Development. Previous experience in Human Resources or Learning Management, Organizational Development field may substitute for specific degree requirements. Minimum of 10 years’ experience in an operational and leadership role in Human Resources or related area. Experience advising senior leaders on complex people and organizational issues. Strong knowledge of employment law, workplace investigations, and HR best practices. Demonstrated success leading employee relations strategy in a complex organization. Exceptional coaching, communication, conflict resolution, and influencing skills. Strong judgment, discretion, and ability to manage highly sensitive matters confidentially. Highly effective communicator and strategic thinker. Ability to communicate effectively and positively with all levels of the organization. Intermediate to advanced Microsoft Office skills, particularly Word, Excel, Outlook, and PowerPoint. Ability to be innovative and drive new initiatives to measurable outcomes. Demonstrated ability to manage a project from conception to implementation. Alignment with RISE core values. Ability to work at various locations throughout the organization. Ability to listen and learn from Team Members at all levels of the organization. Preferred Qualifications Master’s degree in Human Resources, Organizational Development, Learning Management or a field related to HR. Source America rules and regulations. CARF (Commission on Accreditation of Rehabilitation Facilities) Experience. HR, SPHR, or other HR professional certification sanctioned by SHRM. Previous organizational development experience preferred. Ability to speak Spanish. #J-18808-Ljbffr Goodwill of Greater Washington