Goodwill of the Heartland Looking for Human Resources Business Partner at Cedar Rapids, Iowa Full Time

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Description

Do you enjoy providing guidance to energized leaders who are making a difference in their communities, and do you want to lead recruitment of tomorrow’s newest team members? Goodwill of the Heartland is recruiting the newly formed position of HR Business Partner!

Most importantly, the HR Business Partner will join a group of HR team members who love their work, support a great mission, and want to help others find the right role with Goodwill and experience success and development opportunities in their journey with Goodwill! 

The HR Business Partner will provide leadership of the organization’s two talent acquisition team members, and will:

• Build a strategic recruitment plan, ensuring our applicants and hiring managers have a positive experience and move quickly through the process.
• Oversee the HR department’s recruitment, job posting and offer letter administrative procedures, ensuring all steps are completed timely and in accordance with regulatory compliances.
• Leverage technology to ensure a seamless recruitment process, and coordinates support for applicants who need assistance.
• Manage content for the careers website and recruitment materials, in conjunction with Goodwill’s marketing team.

This position will also provide guidance and consulting to organizational leaders on employee performance support and processes. This includes:

• Providing guidance and approval of performance appraisals, development and coaching efforts, and performance management processes with an equitable and supportive approach
• Collaborating with HR and Finance staff to ensure FMLA, Workers’ Compensation, leaves of absence, and disability needs are met and in compliance with all employment regulations
• Oversees unemployment claims responses and other connected administrative and compliance needs.

Qualifications:

• Three years’ experience with talent management and recruitment. 
• Bachelor’s degree in a related field required.
• Strong working knowledge of Microsoft Office 365, cloud documents, including Excel, Outlook and Word required.
• One year of direct supervision and experience working with an ATS and HRIS strongly preferred.
• PHR, SPHR, SHRM-CP or SHRM-SCP preferred.

The HR Business Partner has a starting wage between $53,800 and $60,588. Hours are typically Monday-Friday from 8:00am – 4:30pm. The position is primarily in person at our HQ office in Cedar Rapids, with flexibility for working from home 1-2 days per week.

Apply online at (url removed). Please submit a cover letter, resume, and three professional references.

Goodwill has great benefits!

• Competitive PTO
• Strong team culture
• Retirement package with 6% employer contribution after one year

Goodwill of the Heartland is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, creed, color, national origin, religion, age, physical or mental disability, sex, gender identity (including gender expression), sexual orientation, genetic information, marital status, family/parental status, income derived from a public assistance program, veteran status, political beliefs, reprisal or retaliation for prior civil rights activity or other protected categories.

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QualificationsSkills

Required

Verbal Communication

Advanced

Microsoft Office

Intermediate

Microsoft Excel

Intermediate

Preferred

Supervision

Intermediate

People Development

Intermediate

Interviewing

Advanced

Conflict Management

Intermediate

Behaviors

Preferred

Team Player: Works well as a member of a group

Leader: Inspires teammates to follow them

Experience

Required

3 years: Three years’ experience with talent management and recruitment. 

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)