DIRECTOR OF HUMAN RESOURCES

YOUNGSTOWN AREA GOODWILL INDUSTRIES, INC.

Job Description

Director of Human Resources

At Youngstown Area Goodwill Industries, we believe in the power of work to transform lives

and strengthen communities. As a mission-driven organization, we are dedicated to empowering

individuals through employment, training, and support services.

We are seeking a strategic, people-centered, and mission-driven leader to serve as our

Director of Human Resources. This role is more than just overseeing HR functions—it is about

building a culture of inclusion, growth, and opportunity that aligns with our mission. The

ideal candidate is a proactive leader and change agent who can foster an environment where

employees feel valued, engaged, and supported in delivering on Goodwill’s purpose.

If you are passionate about developing talent, enhancing workplace culture, and driving

impactful HR strategies, we invite you to join our leadership team and make a lasting

difference in the lives of our employees and the communities we serve.

Position Summary

The Team Leader of Human Resources is responsible for leading, coordinating, and monitoring

all human resource activities for Youngstown Area Goodwill Industries, Inc. This role ensures

compliance with HR policies, drives employee engagement, and aligns workforce strategies with

organizational goals. The Team Leader reports directly to the CFO and supervises the Human

Resources Manager, Coordinator and Assistant.

Key Responsibilities

Strategic Leadership & Culture Development

• Develop and implement HR strategies that support the organization’s mission and

growth.

• Foster a culture of inclusion, collaboration, and employee engagement.
• Act as a trusted advisor to senior leadership on workforce planning and organizational

development.

Talent Acquisition & Employee Development

• Oversee and enhance the recruiting and hiring process, ensuring alignment with

Goodwill’s mission.

• Develop leadership training programs and career development opportunities.
• Implement employee retention strategies and succession planning initiatives.

Employee Relations & Compliance

• Lead employee relations efforts, ensuring fair and effective conflict resolution.
• Maintain compliance with federal, state, and local labor laws.
• Oversee HR policies, personnel files, and workplace safety protocols.
• Ensure timely completion of reports related to COBRA, FMLA, and other regulatory

requirements.

HR Operations & Technology

• Oversee HR technology systems and data analytics to inform strategic decisions.
• Streamline HR processes for efficiency and effectiveness.
• Ensure confidentiality and security of all employee data.

Qualifications & Experience

• Bachelor’s degree in Human Resources, Business Administration, or related field.
• Minimum of 5 years of progressive HR leadership experience.
• HR certification (SHRM-CP, SHRM-SCP, SPHR) preferred.
• Strong knowledge of employment laws and HR best practices.
• Experience in nonprofit or mission-driven organizations preferred.
• Excellent leadership, communication, and conflict-resolution skills.
• Proficiency in ADP and Microsoft Office Suite.

Work Schedule & Expectations

• Work Hours: 40 hours per week, Monday through Friday. Occasional overtime and

weekend hours may be required.

• Travel: Limited travel to off-site locations for meetings and training.
• Physical Requirements: Primarily office-based with occasional lifting of up to 25 lbs.

In compliance with the Drug-Free Workplace Act of 1988, Youngstown Area Goodwill

Industries has a longstanding commitment to provide a safe, quality-oriented and productive

work environment. Alcohol and drug misuse poses a threat to the health and safety of

Youngstown Area Goodwill Industries employees and to the security of the company’s

equipment and facilities. For these reasons, Youngstown Area Goodwill Industries is committed

to the elimination of drug and alcohol use and misuse in the workplace.

NOTE: This comprehensive job description is subject to supplementation or

modification if the actual job functions change.

Reasonable accommodation will be considered in determining whether an

applicant is qualified to perform the essential functions of the job and its

underlying physical demands.