Job Description:

Do you want to be part of an HR team that absolutely enjoys making a difference in our organization, and partners with wonderful leaders to recruit and support the performance of our team members?  Goodwill of the Heartland is looking for HR Business Partner!

The HR Business Partner will oversee recruitment for Goodwill of the Heartland's Eastern Iowa and Western Illinois territory, working out of the Headquarters in Cedar Rapids (near the Eastern Iowa Airport) and the main responsibilities will be: 

• Oversight of our recruitment strategy and implementation, leading our two talent acquisition team members to ensure both applicants and hiring managers have a positive experience and move quickly through the process.


• Oversight of the job posting, recruiting tools, and offer letter procedures, ensuring all steps are completed timely and in accordance with regulatory compliances.


• Leveraging 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.

The HR Business Partner also collaborates with the Vice President for HR to oversee engagement, retention, and performance support for the organiation. This includes:

• Collaborating and partnering with leaders across the organization to advise on investigation and corrective action considerations and processes, modeling opportunities for supporting a team member through coaching and success plans.


• 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:

• Bachelor’s degree in a related field required, or equivalent combination of education and experience.


• Three years’ experience with talent management and recruitment. 


• One year of direct supervision and experience working with an ATS and HRIS (preferably UKG) strongly preferred.


• Ability to demonstrate employment law knowledge, particularly around investigation and employee relations practices.


• Strong working knowledge of Microsoft Office 365, cloud documents, including Excel, Outlook and Word required.


• PHR, SPHR, SHRM-CP or SHRM-SCP preferred.

The HR Business Partner has a starting wage between $54,395 and $61,195. 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 once onboarding is complete.  

Please submit a cover letter, resume, and three professional references.

Goodwill has great benefits!

• Competitive PTO


• Strong team culture


• Retirement package with up to 6% employer contributions after one year


• Health/Dental/Vision insurance 


• Generous store discount

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.

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)

Human Resources

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