Job Details

Human Resources Leader

Reporting to the SVP, Human Resources and part of the HR Leadership team, this role is a Human Resources leader responsible for designing and implementing enterprise-wide people strategies that strengthen organizational performance, leadership capability, associate experience, and workforce alignment with GWH's mission and growth objectives. Serves as a critical partner to senior leadership, field operations, and mission leaders to ensure the organization has the right structure, leadership behaviors, associate relations, and engagement strategies to support sustainable growth and operational excellence. Responsible for building a high-performing, value-driven workplace where leaders are equipped to achieve business results and associates are connected and engaged with our mission. Lead the design and implementation of programs and systems related to performance management, leadership effectiveness, associate relations governance, culture transformation, organizational design, change management, and talent health analytics to ensure HR provides measurable value to both the donated goods program and workforce development.

Essential Duties and Responsibilities:

• Lead the execution of GWH's Organizational Effectiveness strategy, aligned to the company's multi-year growth plan, mission outcomes, and workforce needs.
• Partner with SVP, HR to translate business priorities into people strategies that improve business leadership capability, organizational performance, associate engagement, associate relations, and internal mobility.
• Serve as the HR lead for enterprise initiatives related to business organization design, change management, leadership effectiveness, culture alignment, and workforce capability.
• Partner with Talent Management to build and continuously refine frameworks that position GWH as the employer of choice.
• Improve manager capability and strengthen workplace culture by identifying engagement trends.
• Ensure alignment with organizational policy and company values while partnering with field leaders and leading the HRBP and associate relations team.
• Lead the design and execution of enterprise associate experience strategies that strengthen retention, belonging, productivity, and employer reputation.
• Oversee associate listening strategies, including engagement surveys, pulse surveys, focus groups, and action planning processes.
• Develop and implement engagement initiatives that improve the associate lifecycle from onboarding through career growth and retention.
• Lead across HR and operations to improve early tenure experience, frontline manager effectiveness, and culture consistency across the Donated Goods Program (DGP), Mission, and Administration teams.
• Lead the HR-related internal communications strategy in partnership with functional leaders to ensure clear, consistent, and engaging associate messaging.
• Develop communication plans for key people initiatives, including organizational changes, performance actions, recognition programs, and culture campaigns.
• Strengthen leadership communication capability by equipping managers with communication toolkits.
• Own the performance management strategy, including goal setting, leader expectations, review cycles, calibration processes, development planning, and accountability frameworks.
• Lead enterprise performance calibration processes to ensure fairness, consistency, and alignment between performance outcomes and compensation or talent decisions.
• Partner with Talent Management to align leadership development, succession planning, and internal mobility with performance outcomes and future capability needs.
• Build a performance culture where leaders understand how to manage results, develop talent, and reinforce accountability.
• Partner with HR Operations to ensure data integrity and reporting consistency across HR systems and dashboards.
• Deliver regular insights and executive reporting to the SVP, HR, and ELT on organizational effectiveness trends, watchlist items, and recommend interventions, including employee relations, leadership strength and growth.
• Use data to identify workforce risks and opportunities, informing action plans that improve leadership quality, associate experience, and business performance.
• Other duties as assigned by management.

Additional Duties:

• Demonstrate professionalism, good judgment, and present a friendly, cooperative attitude.
• Ability to multitask, make quick decisions, adapt to change, and collaborate effectively in a fast-paced, team-oriented environment.
• Adheres to all GWH Policies & Procedures, Loss Prevention & Safety Regulations, and GWH Guiding Principles.
• Must be punctual, dependable, and maintain a professional appearance.
• Maintain a high level of confidentiality.
• Must perform safely; maintain good housekeeping standards and ensure all aisles and pathways to fire exits are clear and free of clutter.
• Adheres to local, state, and federal laws and regulations.

Minimum Qualifications:

• A bachelor's degree is preferred.
• Excellent written and verbal communication skills with a working knowledge of grammar usage, letter writing skills, and proofreading.
• A minimum of five (5) years of progressive HR leadership experience, including experience in organizational effectiveness, HR operations, and/or talent strategy
• Demonstrated success in designing and leading business initiatives in performance management, organizational design, and change management.
• Deep knowledge of HR best practices, organizational development principles, change management, performance management, and engagement strategy.
• Strong working knowledge of workplace governance.
• Exceptional written and verbal communication skills, including executive messaging and internal communications.
• Experience supporting frontline-heavy, multi-unit workforces.
• Strong experience partnering with executive leaders and operational leaders to drive business-aligned people strategies.