Director of human resources jobs in Beaverton, OR - 104 jobs

The Opportunity Multnomah County is looking for our next Chief Human Resources Officer (CHRO) who is a seasoned trauma‑informed strategic leader with proven experience navigating complex organizational change and cultivating a culture of safety, trust, and belonging. As an advisor to executive leadership, elected officials, and a member of the leadership team, the CHRO leads a team of HR professionals serving more than 6,500 Multnomah County employees. The CHRO develops and implements strategies to drive retention within HR. The CHRO also partners, builds relationships, and negotiates contracts with 13 labor unions - collaborating with them in problem‑solving. The CHRO oversees a budget of $180 million and is responsible for developing metrics, reporting on HR programs, and advocating for the necessary resources and staffing levels to support the sustainability of quality and timely HR services. This is an opportunity to lead a critical role in optimizing HR practices across Multnomah County. The County is transitioning from a decentralized to a shared services HR model. The CHRO will lead the organization through this significant structural change, provide clear countywide policy direction, and support department HR teams. The CHRO will set the vision and strategic direction for HR operations. They will develop and implement innovative practices to bolster HR programs, ensure compliance with laws, and establish the County as an employer of choice. This includes implementing the County's comprehensive Workforce Equity Strategic Plan (WESP), which will further promote equitable opportunities and foster a countywide culture of safety, trust, and belonging. Responsibilities in this role will include Strategic Leadership & Vision Developing, implementing, and setting priorities for a comprehensive human resources strategy and vision. Advocating confidently to the Board and Department Directors regarding the value of HR, the realities of HR workload, and the necessity of resource allocation. Proven business savvy, cultural competence, political understanding, and sensitivity with the ability to think ahead, anticipate issues, and proactively develop response plans are essential. Demonstrate strong business acumen. Innovative strategic thinking and problem solving. Problems you encounter in this role require you to apply advanced management principles in a diverse and complex County government organization. Organizational Culture, Equity & Belonging Deep commitment to intersectionality‑centered equity and an ability to engage with diverse staff and leadership to promote collaboration and partnership across departments and levels of leadership. Unwavering commitment to cultivating a work culture of safety, trust and belonging. Embraces the Workforce Equity Strategic Plan. Set the tone for supervision by leading with humanity, dignity, and respect, ensuring that all employees feel valued and heard. Ability to develop and monitor indicators of organizational culture and engage employees and senior leadership to create organizational change. Operations, Shared Services & Change Management Overseeing and administering all Countywide HR programs, including Labor Relations, HRIS, Classification and Compensation, Benefits, Wellness, Organizational Learning, Organizational Change, and Talent Acquisition. Establishing and communicating clear expectations and standardized policies to ensure consistency across all departments. Championing the Centralization/Shared Services implementation by clarifying roles, streamlining complex processes, and reducing administrative burdens on HR staff. Demonstrating expertise in Change Management to address high‑priority shifts in operations, ensuring staff are supported through the transition of the Shared Services. Communication, Partnership & Customer Service Commitment to keeping people informed by using compassionate, clear, trauma‑informed language to communicate with staff and foster open communication, trust, and transparency. The CHRO should be highly visible within the County organization, proactively communicating with departments. Create genuine feedback loops (e.g., surveys, collaboration) to listen to staff concerns and take accountability for results. Serve as a collaborative partner with departments, ERG's, Unions, working seamlessly to support County operations and the achievement of the County's goals. Possess the organizational understanding to view County departments as internal customers, deeply grasping their unique work environments. Customer focused approach. The CHRO must bring a commitment to customer service and expectations of efficiency and responsiveness. Labor Relations, Compliance & Staff Development Providing strong leadership to mentor staff and help teams grow. Possessing deep subject matter depth in labor relations to act as a definitive decision‑maker on the most complex issues. Responding to and resolving confidential and sensitive inquiries, investigating complaints, and ensuring compliance with federal, state, and local laws and regulations. Championing fair, equitable workplace policies that strengthen employee trust and support a collaborative environment. To Qualify We will consider any combination of relevant work experience, volunteering, education, and transferable skills as qualifying unless an item or section is labeled required. Please be clear and specific about how your background is relevant. Minimum Qualifications/Transferable Skills A Bachelor's degree or equivalent related work experience AND Minimum of 6 years of increasingly responsible professional experience in government, community, or educational programs related to Human Resources Experience managing and working in a Union (represented) environment. Demonstrated experience communicating complex human capital strategies and organizational data clearly and persuasively to diverse audiences, ranging from frontline employees and union representatives to executive leadership and the Board of Commissioners Substantial experience in budget planning, financial management, and resource optimization. Examples include managing multi‑million dollar departmental budgets, forecasting personnel costs, and overseeing capital expenditures for HR initiatives. Demonstrated ability to guide the organization through complex changes with care and clarity, transforming HR goals into meaningful outcomes that inspire genuine collaboration and actively support the success of our diverse teams. Advanced HR Certification (SPHR, SHRM‑SCP, etc) Preferred Qualifications/Transferable Skills You do not need to have the following preferred qualifications/transferable skills to qualify. However, keep in mind we may consider some or all of the following when identifying the most qualified candidates. Please clearly explain on your application how you meet any of the following preferred qualifications/transferable skills. Master's Degree Minimum of 8 years of experience in a Senior Level role focused on Human Resources with direct supervisory experience including managers. Public Sector/Governmental Experience: Direct, substantial experience in a large county, state, or municipal government or other comparable complex public‑sector entity. *Transferable skills: Your transferable skills are any skills you have gained through education, work experience (including the military) or life experience that are relevant for this position. Be sure to describe any transferable skills on your application and clearly explain how they apply to this position. Screening and Evaluation Your completed application must include the following items: Required: A completed online application. Required: A resume covering relevant experience and education. Please be sure your resume includes the following for each employer: name of employer, location, dates of employment, your title, a brief summary of your responsibilities, the number of employees under your supervision. Required: A cover letter that expands on your resume, addresses why you are interested in this position and demonstrates how your experience and skill set align with the minimum and preferred qualifications listed. If you have centralized HR experience please highlight in the cover letter. Note: The application, resume and cover letter should demonstrate your work experience/skills and how it is related to those shown in the Overview and To Qualify sections of the job announcement. Please be thorough, as these materials may be scored and determine your eligibility for an interview. #J-18808-Ljbffr

Human Resources Director Full-time, direct hire Aberdeen, WA On-site Industry-Agriculture and Food Manufacturing What you should know: Mulberry is partnering with a multi-generational private company to identify an experienced HR Director for a seafood specialty division. This role requires an ability to be a hands-on leader with a strong HR Generalist skill set while offering strategic guidance. The role covers the full HR spectrum: recruiting, employee relations, compensation, training, and more. You will support 400 employees and manage a team of five across multiple states and locations, including farms, hatcheries, processing plants, and a restaurant and retail location. This is NOT your typical desk job! You are well-suited for this role if you are passionate about coastal and marine settings. Boat rides included! A day in the life: Travel(15-20%) to remote farming and aquaculture sites to provide hands-on HR support, conduct training, and ensure compliance with company policies and labor standards. Serve on the leadership team as the head HR professional for the division; build effective relationships, provide coaching, and drive team effectiveness with passionate performance Drive operational priorities to achieve a high-performance, high-integrity business. Develops and implements strategies to create efficiencies by improving productivity while maximizing operating performance. Collaborate with enterprise support departments and other division HR leaders to align on company-wide programs and initiatives that champion our vision, mission and core values. Develop and implement KPIs that drive performance including safety and succession planning. Oversee recruiting, onboarding, and employee relations ensuring all operations are effectively staffed including seasonal hiring Partner with the division leadership team to administer company benefit and compensation programs, conduct job market analysis to ensure that pay practices, schedules and grades are externally competitive, internally equitable, and drive performance. Manage the annual performance and compensation review process, to include coordination of incentive programs, recognition, and retention programs. Manage onboarding and training plans matched to specific job duties to ensure all team members are trained to do their job effectively, safely, and at maximum productivity. Develop and implement organization structures, succession plans, gap analysis, and leadership development strategies to build bench strength for all key roles and maximize internal career progression in each operation. Be an expert in local, state, and federal employment laws and mitigate risks in HR operations. Conduct internal investigations, present findings, and assist with determining the appropriate corrective action and resolution. Assist in representing company in internal and external employment complaints and litigation. Ensure proper HRIS data integrity and maintenance of personnel files, workers compensation, Form I-9 records, recruiting system and applicant records in accordance with company policies and federal, state, and local regulations. Your areas of knowledge and expertise: At least five years of HR leadership experience over multiple sites and states to include recruiting, employee relations, payroll best practices, including piecework, employment regulations, and safety Experience with labor costs and budget management Experience leading and managing a team of direct reports Industry experience in manufacturing, food manufacturing, farming, and or agriculture highly desired Bilingual in English and Spanish is highly preferred Bachelor's degree in Human Resources, Business, or HR certification highly desired Compensation and Benefits: $160,000 in base compensation plus incentive. Robust health, vision, dental, life and disability benefit offering. FSA, Employee Assistance, 401k and product discount. Paid time off and holiday pay. Our client conducts pre-employment background checks, drug screens, and references. Mulberry Talent Partners is dedicated to connecting exceptional talent with exciting opportunities. By applying for this position, you will also be considered for other open positions within our network. If you are already part of our community, we encourage you to reach out directly to one of our recruiters regarding any specific roles that catch your eye!

Director of Human Resources (HR) - Growing Language Service Provider in Healthcare - Portland, OR Acumen Executive Search is honored to again partner with Linguava, a fast-growing, culturally responsive, and health‑equity-focused language access provider, to identify their first full-time Director of Human Resources (HR). Linguava is Oregon's leading language services and access provider, offering interpretation and translation in more than 230 languages and serving respected organizations such as Providence, CareOregon, OHSU, and Mercy Corps. With significant growth on the horizon, including expanded offerings and national scaling, Linguava seeks an HR leader who can build systems, deepen culture, and guide people-centric growth. Linguava operates within the EOS (Entrepreneurial Operating System) framework and is seeking a Human Resources leader who can partner closely with the CEO/Visionary and the Executive Team. This role translates vision into strategy and day-to-day reality. The Director of Human Resources will lead HR operations, which are centralized under this role, with a mandate and expectation to scale the team as the company grows. Linguava offers competitive compensation and a generous suite of full benefits, including fully paid medical, 401K match, variable compensation, and other perks such as paid time off for volunteering. Compensation: $150,000 - $180,000, depending on experience. If You Are Someone Who… Strongly aligns with a people‑first culture where empowerment, trust, engagement, and performance thrive. Has a passion for and solid understanding of health equity. Has experience leading HR in a professional services or tech-enabled services environment. Can think strategically while confidently running day-to-day HR operations. Understands EOS data and scorecard-driven frameworks and aligns HR decisions with culture and organizational vision - a strong plus. Enjoys building HR processes, systems, and teams from the ground up. Has experience scaling organizations across geographies and service lines-and believes that great workplaces create great client outcomes. Leads through service, building resilient relationships with multilingual and multicultural employees, contractors, clients, and vendors. Creates structure and systems for scale by turning ambiguity into repeatable, measurable processes. Leads with collaboration, compassion, and servant leadership. Communicates effectively with high emotional intelligence. Navigates change with a consultative, people-centered approach. Understands federal, state, and local employment laws with adaptability to multi-state environments. Is inspired by hiring, nurturing, developing, and promoting talent across multilingual and multicultural employee and contractor populations. Thinks strategically, executes effectively, and supports business growth. If this sounds like you, this could be the next meaningful chapter in your career. Overview of the Role Reporting to the COO, the Director of Human Resources is responsible for building and scaling HR operations for a rapidly growing language access and services provider dedicated to the healthcare industry. This leader aligns HR strategy with culture, people, and organizational goals, leading performance, talent development, well-being initiatives, and compliance programs. The role transforms long‑term vision into reality through operational excellence while strengthening Linguava's deep commitment to people‑first leadership, health equity and access, and service. Key Responsibilities Operational Leadership Partner with leadership to translate business objectives into people strategies tailored to each department's needs. Build channels for deep listening and engagement so every employee-onsite and remote-feels heard, valued, and connected. Lead change in times of growth and technological evolution while maintaining morale, retention, and alignment. Uphold ethical integrity, transparency, and fairness in all HR decisions and policies. Lead recruitment and workforce planning to attract mission-aligned talent committed to Above & Beyond Service. Core Responsibilities Collaborate closely with leaders across all departments; co-create solutions to people-related challenges. Develop HR strategies that support the long‑term vision and growth of the organization. Build and maintain HR policies and compliance frameworks that reflect “Doing the Right Thing.” Design competitive compensation and recognition programs that exceed expectations. Lead performance management centered on coaching, growth, and shared accountability. Act as a mediator to resolve complex issues with compassion and respect. Manage the HR budget and allocate resources to support growth and well-being. Core Competencies & Expectations Deep Listening & Empathy: Ability to understand employees beyond surface-level needs. Emotional Resilience & EQ: Maintain calm and compassion during high-stress situations. Collaborative Problem‑Solving: Approach challenges as shared opportunities. Strategic Thinking & Business Acumen: Align human potential with business growth. Communication Mastery: Lead honest, transparent conversations at every level. Innovation Mindset: Improve processes and systems continuously. Qualifications 7+ years of HR Generalist leadership experience (Director or Senior Manager level). Proven track record of building cross-functional partnerships and solving complex organizational challenges. Experience leading change and managing remote/distributed teams. Strong knowledge of federal, state, and local employment laws and ethical HR practices, including OSHA, FMLA, ADA, FLSA, I-9 compliance, wage and hour, and data privacy requirements. Experience in technology-enabled service-based industries (language services, healthcare, management consulting, hospitality, or similar) preferred. Procedure for Applying: To apply or see our other positions available, please go to Acumen Executive Search to submit a resume and brief cover letter indicating your interest in the opportunity. If our current open positions are not the right fit for you and you would like us to share relevant opportunities, please send your resume and a brief cover to ******************************. About Acumen: Established in 2007, Acumen Executive Search is a three-time recipient of the Portland Business Journal's “Most Admired” award and is recognized as the leading certified woman-owned Executive Search Partner in the Pacific Northwest with a global clientele. We deliver high-impact results and more than double the national average retention rates while nurturing genuine long-term relationships. Acumen works shoulder-to-shoulder with our clients to provide customized, meaningful, and proven leadership solutions that empower organizational success. Keywords Director of Human Resources, Sr. HR Manager, HR leadership, HR Strategy, HR Generalist, HR operations, employee relations, HR compliance, FMLA, ADA, OSHA, FLSA, multi‑state HR, HR strategy, people operations, performance management system, talent management, recruitment strategy, language services, workforce planning, HRIS implementation, total rewards, compensation strategy, tech‑enabled services, professional services, distributed workforce, HR digital transformation, process automation, data‑driven HR, healthcare language access, interpreting services, translation services, HIPAA‑adjacent compliance, contractor workforce model, performance management, budgeting

OnPoint is the largest community owned credit union in Oregon - and we're growing! Our growth provides great opportunities for you to reach your personal and professional goals. We value enthusiasm, commitment to outstanding performance, and providing opportunities to truly make a difference. If you are looking to join a team of dedicated, collaborative, and passionate individuals, OnPoint is looking for our next HR Business Partner to join our People Team. We invite you to explore and grow your career with us! JOB SUMMARY: You are an influencer and problem solver. You demonstrate flexibility with your communication style. You can see the big picture and can translate vision into actionable advice. The OnPoint HR team is looking for a new member to provide amazing service to our employees. The Human Resources Business Partner (HRBP) serves as a strategic and consultative partner to our Retail (Branch) and Back Office teams, ensuring that our people strategy aligns with the Credit Union's operational goals. This role is responsible for assessing business needs and delivering tailored HR solutions that drive employee performance, engagement, and retention. The ideal candidate will manage employee relations for their designated teams and utilize our modern HR technology stack - including Culture Amp for engagement and Quantum Workplace for performance management-to transform data into actionable growth strategies. By blending an understanding of financial services operations with a human-centric approach, the HRBP acts as a trusted advisor to leadership, fostering a high-performance culture that empowers our staff to provide exceptional service to our members. ESSENTIAL FUNCTIONS: Retail & Corporate Office Partnership: Act as a strategic advisor to Retail Branch and Corporate Office Leadership and employees. You will provide guidance on workforce planning, team dynamics, employee relations, and the unique staffing challenges inherent to financial services. Consultative Support: Apply a consultative approach to diagnose business challenges and deliver tailored people solutions. You will act as a trusted advisor to leadership, using active listening and critical thinking to influence decision-making and drive organizational change. Employee Relations Management: Serve as the primary point of contact for employee relations for your designated teams. This includes providing coaching on conflict resolution, conducting thorough investigations, and advising managers on performance interventions and disciplinary actions. Driving Engagement: Utilize your experience with engagement software, (i.e - Culture Amp) to interpret engagement data. You will work alongside leaders to translate survey results into actionable initiatives that improve the employee experience and retention Performance Management: Facilitate a culture of continuous feedback by leveraging performance management software. You will coach managers on setting effective goals and conducting impactful performance conversations. HR Technology Mastery: Effectively utilize the full HR technology stack-including Engagement platforms, Performance Management software, and HRIS-to extract data-driven insights, streamline people processes, and ensure the successful adoption of HR tools across designated business units. Policy & Compliance: Ensure all people-related practices across branches and support departments comply with labor laws and credit union regulatory requirements. Demonstrated ability to influence all levels of leadership and to build and leverage internal and external networks and resources. Other HR related projects as needed to support the business lines. Proven problem-solving and organizational consulting skills. Additional projects, responsibilities, or other duties assigned. KNOWLEDGE, SKILLS & COMPETENCIES: HR Tech Proficiency: Direct experience working with Culture Amp and Quantum Workplace (or closely related platforms). You should be comfortable navigating these tools to manage performance cycles and analyze engagement trends. Client Group Support: Proven track record of supporting diverse teams, specifically across retail (customer-facing) and back-office (administrative/technical) environments. Relationship Management: Strong ability to build trust with employees at all levels, from tellers and loan officers to department executives. Demonstrate knowledge in Oregon and Washington state leave laws (Paid Leave Oregon, WA PFML, FMLA) with proven ability to guide compliant leave administration and manage complex leave scenarios. Maintain current knowledge of federal and state employment laws including EEOC, ADA, Title VII, and wage/hour regulations to ensure compliant HR practices and advise leadership on risk mitigation. Education: Bachelor's degree in HR, Business, or a related field. Professional certification (SHRM-CP or PHR) is preferred. MIN QUALIFICATIONS: Bachelor's degree in human resources or combination of education and equivalent experience 5+ years of progressive HR experience, with a minimum of 3 years in a dedicated HR Business Partner role. Demonstrated knowledge serving as an administrator in various HR systems (Engagement, Performance Manager and/or HRMS Platform) PREFERRED QUALIFICATIONS: Previous HR Business Partner experience in a financial services institution. Bachelor's degree in human resources or related degree PHR certificate Additional Information OnPoint employees are rewarded, acknowledged and appreciated! We take care of our Members, and OnPoint takes care of us by offering employees a generous vacation package, incentives, competitive hourly pay, 100% - paid employee medical, dental and vision premiums, Tri-Met / parking passes, 401k matching, tuition reimbursement and more! At OnPoint, we believe a workplace that reflects the richness of the world fosters a welcoming and empowering environment for everyone. We're committed to equity and inclusion, and consider all qualified applicants embracing every race, religion, color, sex, national origin, age, sexual orientation, gender identity, disability or veteran status, and your unique background. We encourage you to apply if you're passionate about this opportunity and have the core qualifications. Your unique experiences and skills are what make you a strong candidate. Don't let imposter syndrome hold you back! Our recruitment process is designed to be inclusive and accessible to all. If you need any accommodation(s) during the application or interview stage, please let us know. We're dedicated to providing what's necessary to ensure a fair and inclusive experience.

Stoel Rives LLP has an immediate opening for a Chief Human Resources Officer located in any of our office locations. This position is a member of the firm's Administrative Leadership Team (ALT). The ALT works with the Firm Managing Partner and Executive Committee as key members of the Firm's management team. ESSENTIAL FUNCTIONS/RESPONSIBILITIES The CHRO is responsible for ensuring that the human resources initiatives are closely linked to and clearly support the overall strategic objectives of the Firm. The CHRO serves as a confidante to the senior management team, providing expert advice on technical human resources issues, as well as a perspective and counsel on delicate personnel, developmental and organizational issues. Major responsibilities include: Serve as the top human resources officer for the Firm and as a key advisor to senior management and the Executive Committee on human resources issues. Support the implementation of the Firm's business strategy and objectives by working closely with the other Chiefs to define human capital requirements and programs. Implement the programs in all areas including recruitment, retention, assessment, succession, management development, compensation and rewards, quality initiatives and change management. Develop an overall view of staffing requirements as the Firm continues to grow. Keep employment in line with Firm goals. Through peer consultation, manage the needs of the Firm as they develop. Develop an effective and efficient working relationship between the human resources department and all departments. Evaluate and redesign, as necessary, the Firm's compensation and benefit plans, ensuring they support the Firm's business objectives and are competitive, cost-effective and meet the needs of the employees. Develop and implement a robust performance management process that directly links to the goals and objectives of the Firm. Maintain up-to-date knowledge on human resources issues/trends and legislation that have long-term potential impact on the business and proactively position management to strategically respond to these issues. Provide oversight of the firm-wide HR Department budget including the firm-wide payroll budget. Provide CPI and other comparable information to the ALT and Firm management to determine annual firm-wide payroll budget increases. Work with each manager responsible for payroll budgets to ensure each departmental payroll budget is within specified annual guidelines. Make recommendations on approval of new staff positions and annual wage increases. Oversee and manage firm-wide staff to attorney ratios; maintain industry ratio comparability while ensuring appropriate support for the Firm's timekeepers. Maintain a leadership role in shaping the culture of the Firm. Ensure that the values of the Firm are communicated and understood at all levels, providing clarity as to the expected behavior of all employees and the development of a high-performance culture. Help the Firm establish and maintain high levels of employee engagement and commitment. Other duties as assigned. ESSENTIAL CAPABILITIES Must possess the following capabilities: Strong administrative, management, and leadership abilities. Ability to work with only general direction and provide advice and strategic guidance to other managers and supervisors. Ability to communicate effectively, both orally and in writing, and display initiative and attention to detail. Capable of handling personnel matters with sensitivity and confidentiality; dealing with difficult situations and people; handling multiple priorities. Must be able to communicate complex information and ideas effectively and efficiently to personnel at all levels of the Firm with minimal preparation; rapidly analyze issues, anticipate consequences, make decisions and initiate action. Must possess excellent interpersonal skills and ability to maintain effective working relationships with all levels of Firm personnel. Ability to facilitate individual and group meetings; encourage and motivate employees while maintaining consistent office practices and procedures. Technical Skills Must have a minimum of 15 years of successful experience in human resource administration, preferably for a large employer (500 or more employees), or in a professional services organization, including increasingly responsible management of compensation, benefits, recruitment and selection, performance evaluation, personnel policies, employee relations, training and development, and employee management. Must be able to strategically and tactically evaluate and implement sophisticated HR related programs and initiatives; be able to work with a variety of organizational leadership to build consensus around HR strategy and tactics; demonstrate a background in talent management and leadership management; as well as have a proven ability to attract and retain outstanding talent and assemble and motivate high performance teams. Must possess the following technical/professional knowledge and experience: Extensive knowledge of current federal and state laws related to leaves, ADA, civil rights, fair employment practices and associated reporting requirements, and wage and hour laws. Thorough knowledge of human resources management to anticipate and identify problems/issues in these areas and to recommend and implement alternative and appropriate courses of action. Must have extensive experience with employee relations, conflict resolution, and employee discipline procedures. Experience in developing and implementing personnel policies and procedures, compensation plans, and performance appraisal systems. Physical/Mental Capabilities Must be able to operate a computer. Must have the ability to communicate complex information and ideas successfully and efficiently to any level of personnel, frequently without prior preparation; to rapidly analyze, judge, anticipate consequences, decide, initiate action, determine follow-through, and take corrective action; to manage and direct large numbers of staff as well as multiple projects with multiple variables. Must be able to read, interpret, and understand written and verbal information; present ideas effectively, sometimes under pressure; and maintain stable performance, sometimes under optimum pressure or opposition. EDUCATION & EXPERIENCE Bachelor's degree in business, human resource management, or related field required; Master's degree, J.D., MBA, SPHR certification preferred. NORMAL WORK HOURS This position is salaried and exempt. Travel as appropriate to implement strategic HR initiatives. How You Will Live Life Well at Stoel Rives: Compensation, Benefits, and More! The pay range for this position is $275,000 - $325,000; however, the base compensation presented to a candidate may vary based on skills and overall experience. This salary range is based on market location. In addition to base compensation, Stoel Rives has a total rewards program that includes an annual discretionary bonus and rich benefits offerings. For example, our benefits offerings include paid family & medical leave, competitive PTO, and remote work options. We offer competitive and robust medical, dental, vision, life long-term disability, AD&D, EAP, FSA and Voluntary Life, ADD, and LTC options. We also provide a generous firm-contributed health savings account, a pre-tax transportation/parking plan including an employer monthly subsidy of $100 for individuals who work 3+ days/week in the office, and an annual contribution into the employee's retirement plan.

Director of Human Resources (HR) - Growing Language Service Provider in Healthcare - Portland, OR Linguava is Oregon's leading language services and access provider, offering interpretation and translation in more than 230 languages and serving respected organizations such as Providence, CareOregon, OHSU, and Mercy Corps. With significant growth on the horizon, including expanded offerings and national scaling, Linguava seeks an HR leader who can build systems, deepen culture, and guide people-centric growth. Linguava operates within the EOS (Entrepreneurial Operating System) framework and is seeking a Human Resources leader who can partner closely with the CEO/Visionary and the Executive Team. This role translates vision into strategy and day-to-day reality. The Director of Human Resources will lead HR operations, which are centralized under this role, with a mandate and expectation to scale the team as the company grows. Linguava offers competitive compensation and a generous suite of full benefits, including fully paid medical, 401K match, variable compensation, and other perks such as paid time off for volunteering. Compensation: X - X depending on experience. If You Are Someone Who… Strongly aligns with a people‑first culture where empowerment, trust, engagement, and performance thrive. Has a passion for and solid understanding of health equity. Has experience leading HR in a professional services or tech-enabled services environment. Can think strategically while confidently running day-to-day HR operations. Understands EOS data and scorecard-driven frameworks and aligns HR decisions with culture and organizational vision - a strong plus. Enjoys building HR processes, systems, and teams from the ground up. Has experience scaling organizations across geographies and service lines-and believes that great workplaces create great client outcomes. Leads through service, building resilient relationships with multilingual and multicultural employees, contractors, clients, and vendors. Creates structure and systems for scale by turning ambiguity into repeatable, measurable processes. Leads with collaboration, compassion, and servant leadership. Communicates effectively with high emotional intelligence. Navigates change with a consultative, people-centered approach. Understands federal, state, and local employment laws with adaptability to multi-state environments. Is inspired by hiring, nurturing, developing, and promoting talent across multilingual and multicultural employee and contractor populations. Thinks strategically, executes effectively, and supports business growth. If this sounds like you, this could be the next meaningful chapter in your career. Overview of the Role Reporting to the COO, the Director of Human Resources is responsible for building and scaling HR operations for a rapidly growing language access and services provider dedicated to the healthcare industry. This leader aligns HR strategy with culture, people, and organizational goals, leading performance, talent development, well-being initiatives, and compliance programs. The role transforms long‑term vision into reality through operational excellence while strengthening Linguava's deep commitment to people‑first leadership, health equity and access, and service. Key Responsibilities Operational Leadership Partner with leadership to translate business objectives into people strategies tailored to each department's needs. Build channels for deep listening and engagement so every employee-onsite and remote-feels heard, valued, and connected. Lead change in times of growth and technological evolution while maintaining morale, retention, and alignment. Uphold ethical integrity, transparency, and fairness in all HR decisions and policies. Lead recruitment and workforce planning to attract mission-aligned talent committed to Above & Beyond Service. Core Responsibilities Collaborate closely with leaders across all departments; co-create solutions to people-related challenges. Develop HR strategies that support the long‑term vision and growth of the organization. Build and maintain HR policies and compliance frameworks that reflect “Doing the Right Thing.” Design competitive compensation and recognition programs that exceed expectations. Lead performance management centered on coaching, growth, and shared accountability. Act as a mediator to resolve complex issues with compassion and respect. Manage the HR budget and allocate resources to support growth and well-being. Core Competencies & Expectations Deep Listening & Empathy: Ability to understand employees beyond surface-level needs. Emotional Resilience & EQ: Maintain calm and compassion during high-stress situations. Collaborative Problem‑Solving: Approach challenges as shared opportunities. Strategic Thinking & Business Acumen: Align human potential with business growth. Communication Mastery: Lead honest, transparent conversations at every level. Innovation Mindset: Improve processes and systems continuously. Qualifications 7+ years of HR Generalist leadership experience (Director or Senior Manager level). Proven track record of building cross-functional partnerships and solving complex organizational challenges. Experience leading change and managing remote/distributed teams. Strong knowledge of federal, state, and local employment laws and ethical HR practices, including OSHA, FMLA, ADA, FLSA, I-9 compliance, wage and hour, and data privacy requirements. Experience in technology-enabled service-based industries (language services, healthcare, management consulting, hospitality, or similar) preferred. Keywords Director of Human Resources, Sr. HR Manager, HR leadership, HR Strategy, HR Generalist, HR operations, employee relations, HR compliance, FMLA, ADA, OSHA, FLSA, multi‑state HR, HR strategy, people operations, performance management system, talent management, recruitment strategy, language services, workforce planning, HRIS implementation, total rewards, compensation strategy, tech‑enabled services, professional services, distributed workforce, HR digital transformation, process automation, data‑driven HR, healthcare language access, interpreting services, translation services, HIPAA‑adjacent compliance, contractor workforce model, performance management, budgeting,

A confidential healthcare organization is seeking a strategic Human Resources Manager to lead organizational culture, talent strategy, and workforce engagement. This executive role will partner with senior leadership to shape workplace initiatives, drive HR operations, and support a high -performing team. Key Responsibilities Provide strategic human resources and talent guidance to executive leadership. Build and sustain a culture of engagement and operational excellence. Lead the facility HR team in delivering strategic and operational support. Analyze business challenges and deploy targeted HR interventions. Collaborate with regional HR leaders and Centers of Excellence to enhance enterprise -wide HR programs. Oversee deployment of talent development and engagement programs. Support organizational performance, quality, and compliance initiatives. Lead local employee and community engagement efforts. Required Qualifications Active VantageClear MediClear HIPAA certificate or equivalent HIPAA compliance credential required. Bachelor's degree preferred. Minimum 2 years of HR leadership experience Strong strategic leadership and organizational development skills. Proven ability to build partnerships, influence stakeholders, and drive results. Preferred Qualifications PHR or SPHR certification. Experience leading HR functions in healthcare. Strong working knowledge of compliance, workforce engagement, and talent strategy. Benefits Competitive executive compensation package. Comprehensive health, dental, vision, life, and disability coverage. 401(k) with match and retirement readiness programs. Paid time off and paid family leave. Employee assistance and wellness programs. Professional development opportunities.

At Pacific Seafood, we do more than just provide the world with the healthiest proteins on the planet. We are an excellence-driven organization committed to being the brand of choice in the marketplace and the employer of choice in the community. We believe in servant leadership, investing in our team members, and rewarding performance. We live by the core values of our Diamond Philosophy: Quality, Teamwork, Productivity, and Excellence-which means consistently doing your best and always striving to do better. Summary: Pacific Seafood is seeking a hands-on, operations-focused HR Director to lead human resources for our Aquaculture division. This division supports a diverse group of businesses that grow and harvest oysters, clams, mussels, and steelhead trout across Washington, Oregon, and Northern California. You'll serve as the strategic HR partner for about 400 team members across more than a dozen sites including farms, hatcheries, processing plants, and a retail/restaurant location. The role covers the full HR spectrum: recruiting, employee relations, compensation, training, and more. We're looking for someone business-savvy, people-centered, and passionate about making an impact through strong HR leadership. This position is based in Coupeville, WA or Clackamas, OR, requires significant travel (up to 50%) to remote and rural aquaculture locations, involves close collaboration with leadership to align HR strategy with business goals, and is supported by our centralized HR team for payroll, benefits, and systems. Key Responsibilities: 1. Strategic HR Business Leadership: Travel extensively to remote farming and aquaculture sites to provide hands-on HR support, conduct training, and ensure compliance with company policies and labor standards. Serve on the leadership team as the head HR professional for the division; build effective relationships, provide coaching, and drive team effectiveness with passionate performance (which engages the hearts and minds of our Team Members). Drive operational priorities to achieve a high-performance, high-integrity business. Develops and implements strategies to create efficiencies by improving productivity while maximizing operating performance. Collaborate with enterprise support departments and other division HR leaders to align on company-wide programs and initiatives that champion our vision, mission and core values. Develop and implement KPIs that drive performance including safety and succession planning. Using HRIS Business Intelligence, provide detailed analysis of key human resources metrics and produce reporting to identify trends, opportunities for improvement, and establishment of performance metrics. Lead, coach and mentor location leaders, managers, and supervisors, to ensure alignment on company initiatives, achievement of company KPIs, and continuous professional development. 2. Recruiting and Staffing: Oversee recruiting, onboarding, and employee relations Work with business leaders to identify and fill all needed positions with top candidates. Collaborate with hiring managers and corporate recruiters to develop job descriptions, post open positions, and assist with interviewing, candidate selection, and onboarding. Ensure all operations are effectively staffed to meet business needs including seasonal hiring. 3. Compensation and Payroll: Partner with the division leadership team to administer company benefit and compensation programs, conduct job market analysis to ensure that pay practices, schedules and grades are externally competitive, internally equitable, and drive performance. Manage the annual performance and compensation review process, to include coordination of incentive programs, recognition, and retention programs. 4. Training, Development and Succession Planning: Manage onboarding and training plans matched to specific job duties to ensure all team members are trained to do their job effectively, safely, and at maximum productivity. Develop and implement organization structures, succession plans, gap analysis, and leadership development strategies to build bench strength for all key roles and maximize internal career progression in each operation. Support leaders in the creation and management of individual KPIs and development action plans. 5. Team Member Relations and Risk Management Build relationships with geographically dispersed teams and support workforce needs in rural and seasonal environments. Be an expert in local, state, and federal employment laws and mitigate risks in HR operations. Conduct internal investigations, present findings, and assist with determining the appropriate corrective action and resolution. Assist in representing company in internal and external employment complaints and litigation. Ensure proper HRIS data integrity and maintenance of personnel files, workers compensation, Form I-9 records, recruiting system and applicant records in accordance with company policies and federal, state, and local regulations. Support third-party and customer audits. Additional responsibilities may be assigned as deemed necessary to support the overall goals and objectives of the position. What you Bring to Pacific Seafood: Required: BA/BS degree from an accredited college or university in Human Resources, or related field. Minimum 7 years of HR management experience, including supervisory roles. Experience managing the HR function in a multi-state, multi-location environment. Advanced experience using full Microsoft Office Suite. Ability to travel up to 20% of the time, as required. Preferred: Master's degree in Human Resources or Business Administration. HRCI or SHRM certification. Previous HR experience in agriculture, manufacturing, food production Previous experience with Ultimate Software (UKG). Bilingual written, verbal and reading skills in English and Spanish languages. Total Compensation: At Pacific Seafood, your base wage is only a portion of your overall compensation package. We invest in our Team Members through a comprehensive and attractive total rewards package, including but not limited to: Health insurance benefits options, including medical, prescription, vision, dental, basic group life and short term disability. Flexible spending accounts for health flex and dependent care expenses. 401(k) Retirement Plan options with generous annual company profit sharing match. Paid time off for all regular FT team members, to include paid sick, vacation, holiday, and personal time. Employee Assistance Program- Confidential professional counseling, financial, and legal assistance provided at no charge to Team Members and immediate family members Product purchase program. Pacific Seafood is an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability status, protected veteran status, or any other characteristic protected by law. Powered by JazzHR QZEVxGj5uu

Sseko Designs uses fashion (and now coffee!) to create opportunity, sustainability, and community for women across the world and right here at home. From luxury leather travel bags to customizable footwear, Sseko creates stunning goods with an innovative business model that enables women in the countries where we make products to attend university and pursue their dreams. We are also committed to circularity, keeping all our products in circulation and out of landfills. We want the places where our community of women live and work to not just be more prosperous, but also more healthy and green. Our products are sold by Sseko Fellows, a bright and bold community of dreamers and doers, who are using their passion and smarts to support female scholars across the globe, save the planet, and earn an income to pursue their own dreams. This role requires a spirited, entrepreneurial, analytical, teamwork-loving, active listener-leader who loves rolling up their sleeves to create a thriving culture and obsess the thoughtful details required to recruit, retain, and develop world class teams. Key Responsibilities: Lead recruiting and hiring processes including but not limited to Job Description creation, job listings, screening, team scheduling, and on-going management of the interview processes. Collaborate with key stakeholders to design Onboarding processes, and ensure team onboards new members with excellence. Collaborate with key stakeholders to ensure all standard operating procedures (SOPs) are created and kept up to date throughout the year as processes change and grow. Drive and choreograph our Talent Management and Annual Compensation Planning processes, including up-front definition and continuous improvement and of performance management tools and frameworks (You are both doer and HR thought leader!). Coach, train and guide managers in how to drive, evaluate, and reward excellence. Define and activate thoughtful career plan and development programs and frameworks for high potential employees Act as the point of contact and product manager for all people and communication tools and processes. Lead EDI training and education org wide, and help foster a culture that fosters internal Community Agreements and company values. Drive intentional team activities and events that sustain high trust, fun, energy, alignment, and commitment among individuals and teams Lead team retention activities and strategy. Review and analyze employee surveys, provide feedback and design strategies for change as appropriate. Lead and update annual benefits renewals - research options, present P & L implications to the Executive team, and lead communication about benefit offerings to the team. Participate in organizational structure planning - collaborate with the Executive team to define needed roles. Ensures all processes associated with payroll, new hire, transfer and termination transactions are managed through Gusto (or similar HR system). Proactively communicate, educate and advise on all HR programs and systems. Recommend and drive HR system and process improvements. Ensure compliance and proper application of all federal, state, and local laws, including FMLA, I-9, and FLSA. Qualifications Calm, thoughtful, curious, positive, fun, analytical, energized, results-driven leader Strategic and forward-looking, but also super comfortable working in a fast paced, in-the-moment startup environment. You love creating change and being a part of it. Excellent communication skills with obsessive attention to detail Highly organized with the skill to track projects from inception to final delivery Proficient in Excel, Google Sheets and other reporting and analytics tools. Adaptable! You like and are good at gap filling: stepping into multiple roles as needed! Resourceful, ability to problem-solve and react quickly with a positive can-do attitude Proficient with Google Suite, Asana and Slack Additional Information We are looking for that someone special! You will be a part of an innovative team that is pioneering the path that merges traditional for-profit business models with positive social change for women around the globe and right here at home. You will have the opportunity to grow a company and develop a new model for doing business. The ideal, and rare, candidate will be an incredibly dynamic communicator as well as a true corporate professional. The candidate will be an innovator - excited to communicate a powerfully modern approach to social selling. The candidate must have a passion for our mission, love of people and demonstrate extraordinary professional maturity and leadership skills. If you are an optimist by nature, driven and ready to take charge in building an impact driven brand, this could be the role for you. Time / Opportunity Start Date: February 2022 Location: Headquarters in Portland, OR - Open to remote, preference for Local Compensation: Depending on Experience, Health Insurance, 401k, PTO Equal Employment Opportunity: Sseko is on a mission to use business to create educational and economic opportunities for women across the globe. This is an ambitious goal that will only be accomplished with an inclusive culture that creates space for the most creative and courageous minds to have a seat at the table. We believe that in addition to being in alignment with our value for justice and equality, building a diverse and inclusive team is required in order for us to achieve our audacious dream of creating a brighter and more just future for women everywhere. We do not discriminate on the basis of race, color, religion, marital status, age, national origin, ancestry, physical or mental disability, medical condition, pregnancy, genetic information, gender, sexual orientation, gender identity or expression, veteran status, or any other status protected under federal, state, or local law.

Job title: Senior HR Generalist - for our client, Columbia Land Trust Work Arrangement: Position is required to work onsite for the initial six-month period. After successful completion of this period, the role is eligible for a hybrid work arrangement consisting of three onsite days and two remote days per week. Position Status: Full-time, 40 hours/week Looking for a role where your work has real impact? At Xenium HR, we're on a mission to transform workplaces for the better. You'll join a team of passionate HR, Payroll, and Benefits professionals working with small and medium-sized businesses across the Pacific Northwest. We support businesses with limited or no internal HR resources, as well as companies with internal HR staff seeking expertise and training. We're known for building strong relationships with our clients, so we can help identify what their business really needs to transform and thrive. What it's like to work here: Providing transformational services starts within our walls. We're invested in creating a positive, rewarding experience with opportunities to learn, grow, advance, and shape the workplace. Xenium offers an inclusive work environment where employees can both make a difference and succeed. If you value authentic relationships, service excellence, diversity, equity, and inclusion-and want to work where everyone knows you and your name, Xenium may be the place for you. How this role transforms workplaces: * Acts as point of contact for Human Resources and serves as the liaison between the client and Xenium. * Serves as the primary HR advisor, independently managing day-to-day HR operations and employee relations. * Advises leaders on risk mitigation, consistency, and best practices. * Works collaboratively with Xenium payroll provider to deliver accurate and on time payroll which includes troubleshooting, entry of hours, maintenance and auditing. * Provides HR guidance and compliance support with minimal oversight, escalating complex or high-risk matters. * Leads HR initiatives in partnership with Xenium team for assistance/guidance with strategic HR issues. * Leads recruiting and hiring process and consults on selection decisions, equity, and compliance. * Partners with leadership to refine hiring practices and improve candidate experience. * Advises hiring managers on workforce planning, role scoping, and competitive hiring strategies. * Schedules and conducts new hire and benefits orientations and if applicable, delivers follow up paperwork to Xenium and carriers. * Works with the Xenium team to administer benefit plans and is the employee point of contact for benefit inquiries. * Works with managers to ensure that all the proper documentation is in place for all aspects of HR. * Serves as a trusted advisor in employee counseling and termination decisions, leading meetings and managing all aspects of the termination process while partnering with the Xenium team on risk and compliance considerations. * Leads and executes HR projects such as employee handbooks, wage surveys, HR audits, engagement surveys, and performance management programs. * Works with the Xenium team to produce appropriate leave paperwork and assists with leave tracking. * Administers the workers' compensation process. * Attends relevant seminars and training workshops to keep abreast of HR best practices as well as employment law updates. * Maintains the personnel filing system to include applicants, active and inactive employees. * Assists the Xenium team with responding to unemployment claims and participates in hearings when needed. * Drives and completes miscellaneous HR projects as assigned. Who you'll work with: Senior HR Business Partner, Xenium Specialists, Columbia Land Trust leaders, managers and employees. Required experience and skills: * Bachelor's degree (B. A.) from four-year college or university and five to eight years of progressive HR experience, including significant employee relations responsibility; or equivalent combination of education and experience. * Demonstrated experience working independently and advising leaders. * Possess excellent listening, verbal, and written communication skills. * Possess strong interpersonal, organizational, attention to detail, analytical, decision-making, and problem-solving skills. * Display empathy while maintaining firm boundaries. * Ability to work independently while developing and fostering critical interdepartmental relationships. * Means to travel to field office (in Oregon) locations - day trips only. Preferred skills and certifications: * Human Resource certification preferred. Don't meet every requirement? We'd still like to hear from you: If you enjoy being part of a collaborative team, building relationships, and making a difference in workplaces, we encourage you to apply - even if you believe you don't meet all of the requirements described. Studies have shown that individuals with marginalized identities are less likely to apply for jobs unless they meet every qualification in the job description. Our priority is finding the best candidate for the job, and we welcome candidates from all backgrounds. Xenium HR is an equal opportunity employer, promoting diversity and inclusion and offering a learning and team-focused environment. Total compensation and salary range: Our total rewards philosophy is centered around the whole person, including comprehensive health and financial benefits and life balance resources designed to support the passion, commitment, and energy that is vital to our team members. Xenium HR is committed to providing a competitive compensation package. The starting salary rate for this role is $38.74-42.40/hour. The hiring team will share more details regarding compensation based on your experience and location during the interview process. Benefits: Employer paid medical, dental, vision FSA for health & dependent care Life & Disability plans Employee Assistance program Wellness program 401k with match Profit Sharing program Paid time off Paid holidays of your choice Perks: Flexible work arrangement with autonomy and trust Caring leadership Quarterly massage Tuition/educational assistance for under-grad degrees Sabbatical and travel awards starting at 10 years Professional development book clubs and cultural awareness & appreciation conversations Regular training events Peer Recognition & Reward program Employee referral bonus Business referral bonus Monthly all-team meetings and team events Community service DEI and culture initiatives & teams Discounts on Stoller wine To learn more about the workplace culture at XeniumHR, view our video:

This executive role provides enterprise-wide leadership and strategic direction for people, culture, communications, and community-facing functions at Hillsboro Medical Center. The position oversees Human Resources, Employee Health, Marketing & Communications, Community Relations, and Volunteer Services, aligning workforce strategy, organizational culture, and community engagement with HMC's mission, vision, and operational priorities. Serving as a trusted advisor and thought partner to the CEO and Executive Team, the role champions inclusive, high-performing people practices; leads labor and workforce strategy; drives talent attraction, retention, and development; and integrates technology, automation, and data analytics to enhance employee experience and organizational effectiveness. The position plays a critical role in enterprise strategy, change management, and external partnership development, ensuring HMC is positioned as an employer, partner, and healthcare provider of choice. Functional Leadership. Leads and oversees assigned departments/functions to support strategic initiatives, achieve operational objectives, and ensure the overall health and success of the organization. Examples of functional responsibilities include, but are not limited to: Executive Leadership & Strategic Governance: Provides high-level advisory and ensures the organization is sound and aligned with long-term goals. Functions as a strategic advisor to the Executive Team and Board of Directors on key organizational, management, and people-centric issues. Aligns structure, talent, and culture with strategic priorities, regulatory requirements, and market forces to ensure organizational adaptability. Partners with the executive team to define metrics, assess capabilities, and develop plans to bridge operational gaps. Brings together diverse constituencies to articulate and implement a shared vision for service delivery. Directly oversees the strategic and operational aspects for Human Resources, Employee Health, Marketing, Community Relations, and Volunteer Services. Comprehensive Human Resources & Talent Management: Manages the full employee lifecycle, from innovative sourcing to data-driven retention. Leads innovative recruitment initiatives tailored to the evolving healthcare landscape, including intentional diversity strategies to reflect the community. Oversees compensation, benefits, and HR operations to ensure competitive talent support. Implements evidence-based strategies and learning pathways to improve employee stability and long-term engagement. Utilizes analytics to monitor trends, forecast future staffing needs, and optimize recruitment efforts. Leads talent reviews, succession planning, and leadership development to ensure a continuous pipeline of talent. Labor Relations & Workforce Strategy: Manages the complex relationship between the organization, its workforce, and labor unions. Actively partners in negotiations and manages collective bargaining agreements and labor relationships. Develops labor strategies that align with the overall organization's mission and financial goals. Provides leadership guidance on workforce and labor issues, ensuring a productive and compliant work environment. Legal and Regulatory Compliance; Stay updated on federal, state, and local laws regarding compensation, wages and overtime; discrimination and harassment, family/medical/disability leaves of absence and accommodations; workplace safety and injuries; collective bargaining; as well as other areas of labor and employment law, regulatory and contractual compliance. Policy Development: Create and implement employment policies such as EEO, harassment prevention, compensation, and benefits that align with legal requirements. Investigations: Oversee internal investigations into employment-related incidents and complaints, ensuring fair and legal resolution. Litigation Support: Manage employment-related claims and litigation and collaborate with legal counsel on disputes. Training: Develop and deliver training on legal aspects of HR, including harassment, diversity, and safety for all staff Fair Pay: Ensure fair compensation practices and benefits administration, complying with laws on overtime, leave, and benefits. AI, Automation & Digital Transformation: Directs the modernization of the workforce through technology and change management. Directs the strategy for integrating AI and automation into core workforce operations to improve efficiency. Identifies opportunities to automate administrative workflows to elevate the digital employee experience. Fosters a culture of continuous learning that empowers staff to thrive alongside evolving digital tools. Applies systems thinking and stakeholder engagement to guide the organization through complex technological shifts. Community Engagement & Brand Advocacy: Serves as the external face of the organization to build trust and regional partnerships. Represents the organization externally to promote health initiatives and strengthen public trust. Cultivates relationships with schools, non-profits, civic leaders, and public health agencies. Serves on the Health and Education District Committee to align organizational goals with regional needs. Plans and leads high-impact events that reinforce the commitment to community well-being. Operational Excellence & Team Development: Ensures day-to-day operations are efficient and staff are empowered to succeed. Guides subordinate directors and managers in developing initiatives, coaching them to implement work plans effectively. Oversees contracted service providers to ensure service levels and contractual obligations are met. Maintains subject matter expertise in regulatory changes and healthcare trends to ensure all programs remain compliant and innovative. Serves as a liaison across disciplines, participating in and leading various committees and workgroups. People Management. Leads and manages assigned departments/teams to support workforce satisfaction and engagement and efficient operations. Executes leadership and supervision tasks in an accurate, equitable, timely and effective manner to meet service and performance expectations. People management tasks include, but are not limited to: Serves as a trusted advisor to executive leadership, fostering adaptability, resilience, and continuous improvement across the organization. Manages employees from selection and hiring/onboarding through offboarding/separation. Establishes clear expectations and fosters an environment that supports good communication. Coaches, mentors, and supports staff at all levels of the organization. Takes steps to ensure continuity of operations. Proactively engages in workforce capacity planning, leadership development, management skill-building, and succession planning. Actively monitors and manages employee satisfaction, engagement, and turnover. Responds to and mediates employee concerns and/or union grievances. Addresses difficult situations in a timely and effective manner. Outcomes & Financial Management. Ensures the operational and financial performance of assigned departments/functions through appropriate strategies and objectives. Leads cross-functional teams across HMC and OHSU/partner organizations to achieve desired outcomes and key performance indicators (KPIs). Uses effective methods and metrics to measure and monitor performance. Takes initiative to address challenges. Leads and/or engages in performance improvement and quality initiatives. Communicates departmental status updates transparently and consistently. Strategy & Planning Leadership. Contributes functional and leadership expertise to lead and support strategic, operational, and fiscal planning for the organization. Develops and leads implementation organization-wide strategies and work plans. Guides and supports subordinate staff in the development of department/function-specific initiatives, goals and objectives. Coaches and develops directors and managers as they implement work plans. Ensures that systems are in place to document progress and results. Inspires commitment and leads others to implement and execute plans. Organizational Duties & Responsibilities Supports and represents Hillsboro Medical Center's mission, vision, and values. Compassion: Creates a welcoming environment of kindness, inclusivity, and responsiveness Collaboration: Works with others to improve the health and wellness of Hillsboro & Washington County Excellence: Provides the highest quality of care and service Integrity: Demonstrates honesty, transparency, and accountability in every task and every interaction Decision Making & Budgetary Responsibilities Develop and manage the annual operating budget for assigned departments, ensuring financial targets are met or exceeded. Acts as a decision maker at the organizational level. Analyzes data and uses sound judgement in making independent decisions. JOB SPECIFICATIONS Education & Experience REQUIRED: Master's degree in business administration or human resources management, OR bachelor's degree with equivalent experience. Ten (10) years of directly relevant progressive leadership experience in human resources management. Seven (7) years in healthcare and/or human resources leadership/ decision making roles. Minimum of five (5) years' experience in managing personnel. Minimum five (5) years' union labor experience. PREFERRED: Juris Doctorate (JD) degree (law degree). Healthcare industry and community hospital experience. Licenses & Certifications REQUIRED: N/A PREFERRED: PHR/SPHR and/or SHRM-SCP/CP Required Knowledge, Skills, and Abilities Knowledge of: Advanced HR Practices: Comprehensive understanding of human resources programs, regulatory compliance, and workforce sustainability. Financial & Fiscal Stewardship: Strong financial acumen, including budget management and methods for improving organizational financial performance. Labor Strategy: Deep knowledge of operating within complex, unionized healthcare environments. Organizational Development (OD): Theory and practice of OD and change management frameworks to ensure institutional agility. Technology Systems: High proficiency in Microsoft Office (Outlook, Word, Excel, PowerPoint), EMR (Epic preferred), and specialized HR information system functionalities (Workday preferred). Skill in: Strategic Communication: High-level verbal and written communication tailored for leadership, board members, and community stakeholders. Leadership & Coaching: Proven skill in facilitation, delegation, and mentoring to support the professional success of others. Interpersonal Relations: Advanced customer service and relationship-building techniques to engage patients and employees alike. Conflict Resolution & Negotiation: Navigating diverse interests to build strategic alliances and partnerships. Analytical Problem-Solving: Applying systems-thinking and independent judgment to resolve complex organizational issues. Ability to: Be the Voice of Culture: Serve as a visible, employee-facing leader who inspires a shared sense of purpose and embodies organizational values. Lead Through Change: Guide the organization through shifting healthcare landscapes using effective change management strategies to translate concepts into practical, scalable solutions. Foster Inclusivity: Build a high-performing, engaged, and inclusive workforce capable of delivering equitable healthcare. Collaborate Strategically: Cultivate effective working relationships with board members, providers, and healthcarepartners to execute business strategies. Work Autonomously: Prioritize and organize a wide variety of high-level assignments while maintaining focus on fiscal and mission-driven goals. PREFERRED Knowledge, Skills and Abilities: Experience with process improvement methodologies. Additional Posting Information Hillsboro Medical Center believes in providing equal employment opportunities for all qualified individuals. Recruitment, hiring, promotions, transfers, working conditions, training, and compensation will be based on qualifications without regard to race, color, sex, sexual orientation, gender identity, religion, age, creed, national origin, marital status, family relationship, veteran status, genetic information, physical or mental disability, or any other status or characteristic protected by applicable law. We further commit ourselves to continuing the practical application of this policy in our daily business conduct.

**About the Role & Team** Every day at Disney Cruise Line we take pride in bringing the magic of Disney to life. We find joy in creating cherished memories and form genuine connections with our guests. We hold each other to the highest degree and always act responsibly while ensuring the safety of fellow crew and guests. United by our Disney values, we work toward excellence in all we do. As a part of our team, you can live and work in a diverse and inclusive environment amidst a professional and supportive community. If you are ready to create unforgettable experiences and grow as a person and as a professional, apply today! As Shipboard Human Resources Manager, you will perform multiple responsibilities to support our HR service delivery model. You will be the primary contact for Crew employee relations, performance management, and Human Resources initiatives while collaborating with leaders, building positive relationships and being a trusted advisor. You will report to: Manager, Human Resources (shipboard) Level: 2 ½ Stripes **Responsibilities :** **How You Will Make a Difference** + Delivers key shipboard HR functions-including Compensation and Benefits, Employee Relations, and Learning and Development-while serving as a strategic partner to leadership and a resource to Crew in cultivating a fair, inclusive, and high-performing workplace. + Demonstrates strong business acumen and applies a strategic, consultative approach to anticipate needs, assess challenges, and deliver innovative HR solutions aligned with evolving business priorities and individual vessel needs. + Maintains a relentless focus on enhancing the Crew experience by aligning efforts with company values and strategic priorities to foster a supportive, engaging, and inclusive onboard environment + Partner with shipboard leaders to strengthen leadership behaviors by identifying growth opportunities and implementing targeted development strategies, including expectation memos, feedback sessions, and tailored training. Conducts need assessments to identify key opportunities in training, communication, organizational efficiency, etc. + Conduct needs assessments to identify opportunities in training, communication, and organizational effectiveness, ensuring alignment with the organization's goals and desired outcomes. + Facilitate team effectiveness sessions (e.g. New Leader Transitions, role clarification, conflict resolution, trust-building, team strategy, etc.) and HR training courses for returning and new hire Crew and Officers, + Support the implementation of organizational projects and initiatives by providing tools, processes, and guidance for effective execution. Collaborate with the Shipboard Human Resources Manager to apply change management strategies that facilitate smooth transitions and sustainable outcomes. **Basic Qualifications :** **What You Will Bring to the Team** + Minimum of 3 years of formal Human Resources experience in at least one functional area (ex: learning and development, compensation & benefits, employee relations, compliance, workforce planning & administration) + Minimum of one year experience in employee relations and/or performance management concepts and practices + Minimum of 1 year in a leadership and/or Operations role **Preferred Qualifications:** **How You Will Stand Out** + Shipboard, hospitality, or travel industry experience a plus + Experience supporting a culturally diverse or geographically dispersed workforce **Additional Information :** **This is a** **SHIPBOARD** **role.** **You must:** + Be genuinely interested in a career at sea and willing to live and work onboard a Disney Cruise Line vessel + Be willing to follow and perform safety role, emergency responsibilities, and associated responsibilities as specified in the ship Assembly Plan + Be willing to uphold the general safety management responsibilities as specified in the Safety Management System in areas and operations under their control + If applicable, be willing to share a confined cabin with other crew members and appreciative of working and living in a multicultural environment that has strict rules and regulations Your Responsibilities: + Have a valid passport and C1/D Seaman's visa (DCL will provide you with documents to obtain this) + Complete a pre-employment medical + Obtain a criminal background check + Bring approved work shoes ****** **_Disney Cruise Line_** **is a drug-free workplace. All new hires are required to undergo drug/alcohol testing within the first week onboard and throughout their contracts. Failure to pass the drug/alcohol testing will result in immediate termination.** **Job ID:** 1325636BR **Location:** United States **Job Posting Company:** "Disney Cruise Line" The Walt Disney Company and its Affiliated Companies are Equal Employment Opportunity employers and welcome all job seekers including individuals with disabilities and veterans with disabilities. If you have a disability and believe you need a reasonable accommodation in order to search for a job opening or apply for a position, email Candidate.Accommodations@Disney.com with your request. This email address is not for general employment inquiries or correspondence. We will only respond to those requests that are related to the accessibility of the online application system due to a disability.

Job Description iNRCORE Group is a leading, vertically integrated provider of highly engineered, high-reliability, and high-performance passive electronic components. We are known for manufacturing proprietary magnetics, capacitors, resistors, filters, and more. We serve mission-critical data and power applications in the Defense, Aerospace & Avionics, Space, Smart Grid, Medical, AI/Data center, and Hi-Rel industrial markets. iNRCORE Group currently has fourteen (14) manufacturing facilities across the globe with more than one thousand (1000+) employees - and growing! Our business entities include company names such as Bicron, Coast Magnetics, DYCO, Gowanda, iNRCORE, Passive Plus, RCD, Sentran, TTE, and Vanguard Electronics. Our organization has a world-class reputation for innovation, quality products and expertise, and outstanding leadership. Our talented staff is what makes this all possible. We are actively seeking to hire highly skilled professionals to meet our growing demand and join our expanding team(s). We currently have an opening for a Regional Human Resources Manager for our West Coast manufacturing operations, supporting facilities in California, Oregon, and Mexico. Candidates should live within driving distance to one of the operating sites they oversee. This position is critical to the success of our regional operations and will be supporting HR strategy, compliance, and employee engagement across all sites. The role reports directly to the Corporate Director of Infrastructure and HR Operations. The ideal candidate for this position should be bilingual in Spanish and English, have a strong background in multi-site HR leadership, and possess deep knowledge of U.S. and Mexican labor laws. Experience in manufacturing environments, a collaborative leadership style, and the ability to build strong relationships with plant managers and executive leadership are essential. HRIS system expertise and hands-on recruitment experience are also required. Details of the Role: The position of Regional HR Manager - West Coast will be responsible for implementing and overseeing HR operations across multiple manufacturing sites, ensuring alignment with company policies and directives from the corporate HR team. During the course of a standard workday, you will be expected to collaborate with site leadership, ensure compliance, support employee relations, and drive HR initiatives aligned with business goals. Duties and Responsibilities: Be the primary HR point of contact for facilities in California, Oregon, and Mexico. Manage HR operations across multiple sites, ensuring consistency and compliance. Lead employee relations efforts, investigations, and conflict resolution. Create and implement HR policies and procedures tailored to regional needs. Responsible for recruitment, onboarding, and retention strategies. Work closely with Plant Managers, Presidents, and General Managers to align HR practices with operational goals. Work closely with the local HR team members in Tecate and Mexicali locations and support the HR and business needs in tandem with the local staff. Support workforce planning, succession planning, and talent development. Monitor HR metrics and provide actionable insights to leadership. Ensure compliance with U.S. and Mexican labor laws and regulations. Qualifying Attributes and Skills Bachelor's Degree in Human Resources, Business Administration, or related field; Master's degree or HR certification (PHR/SPHR/SHRM-SCP) preferred. Minimum of 7 years of progressive HR experience, with at least 3 years in a leadership role. Ability to manage HR across multiple locations and cultural environments. Experience leading HR initiatives in manufacturing settings preferred. Experience creating and implementing HR policies and procedures. Strong working knowledge of HRIS systems and data management. Hands-on experience managing recruitment processes, including applicant screening and selection. Strong problem-solving and time management skills, with a results-oriented work ethic. Detail-oriented with excellent planning, analysis, and execution skills. Proven success in developing and leading teams using a collaborative management style. Excellent verbal and written communication skills, with the ability to interact professionally across all levels of the organization. Experience in a fast-paced, rapidly growing environment preferred. Willingness to be flexible with changing priorities and varying management needs. Strategic and tactical mindset; must be willing to roll up sleeves and get the work done. Proven ability to successfully drive HR strategy and organizational change. Ability to travel up to 25%-30%. Experience working in multi-country, multi-cultural environments preferred. Fluency in Spanish is required. Private Equity experience preferred but not required. iNRCORE and its affiliated entities are an equal opportunity employer with a full suite of benefits offered to full-time employees. Excellent earning potential with qualifying annual bonuses Health, Dental, and Vision Benefits Elective Flexible Spending and Dependent Care Accounts Company paid and elective buy-up Life & AD&D Insurance Company paid Short-Term Disability and Elective Long-Term Disability Elective Critical Illness, Hospital Indemnity, and Supplemental Accident Coverage Benefits 401(k) Retirement Savings Plan with qualifying Company match Company paid mental health and Employee Assistance Program (EAP) Paid Holidays and generous paid time off (PTO) Employee Discount Program (LifeMart via ADP) Tuition Reimbursement for qualifying degrees and certification programs. iNRCORE, LLC and its affiliated entities is an Equal Opportunity Employer. All qualified applicants will be considered.

This executive role provides enterprise-wide leadership and strategic direction for people, culture, communications, and community-facing functions at Hillsboro Medical Center. The position oversees Human Resources, Employee Health, Marketing & Communications, Community Relations, and Volunteer Services, aligning workforce strategy, organizational culture, and community engagement with HMC's mission, vision, and operational priorities. Serving as a trusted advisor and thought partner to the CEO and Executive Team, the role champions inclusive, high-performing people practices; leads labor and workforce strategy; drives talent attraction, retention, and development; and integrates technology, automation, and data analytics to enhance employee experience and organizational effectiveness. The position plays a critical role in enterprise strategy, change management, and external partnership development, ensuring HMC is positioned as an employer, partner, and healthcare provider of choice. Functional Leadership. Leads and oversees assigned departments/functions to support strategic initiatives, achieve operational objectives, and ensure the overall health and success of the organization. Examples of functional responsibilities include, but are not limited to: * Executive Leadership & Strategic Governance: Provides high-level advisory and ensures the organization is sound and aligned with long-term goals. * Functions as a strategic advisor to the Executive Team and Board of Directors on key organizational, management, and people-centric issues. * Aligns structure, talent, and culture with strategic priorities, regulatory requirements, and market forces to ensure organizational adaptability. * Partners with the executive team to define metrics, assess capabilities, and develop plans to bridge operational gaps. * Brings together diverse constituencies to articulate and implement a shared vision for service delivery. * Directly oversees the strategic and operational aspects for Human Resources, Employee Health, Marketing, Community Relations, and Volunteer Services. * Comprehensive Human Resources & Talent Management: Manages the full employee lifecycle, from innovative sourcing to data-driven retention. * Leads innovative recruitment initiatives tailored to the evolving healthcare landscape, including intentional diversity strategies to reflect the community. * Oversees compensation, benefits, and HR operations to ensure competitive talent support. * Implements evidence-based strategies and learning pathways to improve employee stability and long-term engagement. * Utilizes analytics to monitor trends, forecast future staffing needs, and optimize recruitment efforts. * Leads talent reviews, succession planning, and leadership development to ensure a continuous pipeline of talent. * Labor Relations & Workforce Strategy: Manages the complex relationship between the organization, its workforce, and labor unions. * Actively partners in negotiations and manages collective bargaining agreements and labor relationships. * Develops labor strategies that align with the overall organization's mission and financial goals. * Provides leadership guidance on workforce and labor issues, ensuring a productive and compliant work environment. * Legal and Regulatory Compliance; Stay updated on federal, state, and local laws regarding compensation, wages and overtime; discrimination and harassment, family/medical/disability leaves of absence and accommodations; workplace safety and injuries; collective bargaining; as well as other areas of labor and employment law, regulatory and contractual compliance. * Policy Development: Create and implement employment policies such as EEO, harassment prevention, compensation, and benefits that align with legal requirements. * Investigations: Oversee internal investigations into employment-related incidents and complaints, ensuring fair and legal resolution. * Litigation Support: Manage employment-related claims and litigation and collaborate with legal counsel on disputes. * Training: Develop and deliver training on legal aspects of HR, including harassment, diversity, and safety for all staff * Fair Pay: Ensure fair compensation practices and benefits administration, complying with laws on overtime, leave, and benefits. * AI, Automation & Digital Transformation: Directs the modernization of the workforce through technology and change management. * Directs the strategy for integrating AI and automation into core workforce operations to improve efficiency. * Identifies opportunities to automate administrative workflows to elevate the digital employee experience. * Fosters a culture of continuous learning that empowers staff to thrive alongside evolving digital tools. * Applies systems thinking and stakeholder engagement to guide the organization through complex technological shifts. * Community Engagement & Brand Advocacy: Serves as the external face of the organization to build trust and regional partnerships. * Represents the organization externally to promote health initiatives and strengthen public trust. * Cultivates relationships with schools, non-profits, civic leaders, and public health agencies. * Serves on the Health and Education District Committee to align organizational goals with regional needs. * Plans and leads high-impact events that reinforce the commitment to community well-being. * Operational Excellence & Team Development: Ensures day-to-day operations are efficient and staff are empowered to succeed. * Guides subordinate directors and managers in developing initiatives, coaching them to implement work plans effectively. * Oversees contracted service providers to ensure service levels and contractual obligations are met. * Maintains subject matter expertise in regulatory changes and healthcare trends to ensure all programs remain compliant and innovative. * Serves as a liaison across disciplines, participating in and leading various committees and workgroups. People Management. Leads and manages assigned departments/teams to support workforce satisfaction and engagement and efficient operations. Executes leadership and supervision tasks in an accurate, equitable, timely and effective manner to meet service and performance expectations. People management tasks include, but are not limited to: * Serves as a trusted advisor to executive leadership, fostering adaptability, resilience, and continuous improvement across the organization. * Manages employees from selection and hiring/onboarding through offboarding/separation. Establishes clear expectations and fosters an environment that supports good communication. * Coaches, mentors, and supports staff at all levels of the organization. * Takes steps to ensure continuity of operations. Proactively engages in workforce capacity planning, leadership development, management skill-building, and succession planning. * Actively monitors and manages employee satisfaction, engagement, and turnover. * Responds to and mediates employee concerns and/or union grievances. Addresses difficult situations in a timely and effective manner. Outcomes & Financial Management. Ensures the operational and financial performance of assigned departments/functions through appropriate strategies and objectives. * Leads cross-functional teams across HMC and OHSU/partner organizations to achieve desired outcomes and key performance indicators (KPIs). * Uses effective methods and metrics to measure and monitor performance. * Takes initiative to address challenges. Leads and/or engages in performance improvement and quality initiatives. * Communicates departmental status updates transparently and consistently. Strategy & Planning Leadership. Contributes functional and leadership expertise to lead and support strategic, operational, and fiscal planning for the organization. * Develops and leads implementation organization-wide strategies and work plans. * Guides and supports subordinate staff in the development of department/function-specific initiatives, goals and objectives. Coaches and develops directors and managers as they implement work plans. Ensures that systems are in place to document progress and results. * Inspires commitment and leads others to implement and execute plans. Organizational Duties & Responsibilities Supports and represents Hillsboro Medical Center's mission, vision, and values. * Compassion: Creates a welcoming environment of kindness, inclusivity, and responsiveness * Collaboration: Works with others to improve the health and wellness of Hillsboro & Washington County * Excellence: Provides the highest quality of care and service * Integrity: Demonstrates honesty, transparency, and accountability in every task and every interaction Decision Making & Budgetary Responsibilities * Develop and manage the annual operating budget for assigned departments, ensuring financial targets are met or exceeded. * Acts as a decision maker at the organizational level. Analyzes data and uses sound judgement in making independent decisions. JOB SPECIFICATIONS Education & Experience REQUIRED: * Master's degree in business administration or human resources management, OR bachelor's degree with equivalent experience. * Ten (10) years of directly relevant progressive leadership experience in human resources management. * Seven (7) years in healthcare and/or human resources leadership/ decision making roles. * Minimum of five (5) years' experience in managing personnel. * Minimum five (5) years' union labor experience. PREFERRED: * Juris Doctorate (JD) degree (law degree). * Healthcare industry and community hospital experience. Licenses & Certifications REQUIRED: * N/A PREFERRED: * PHR/SPHR and/or SHRM-SCP/CP Required Knowledge, Skills, and Abilities Knowledge of: * Advanced HR Practices: Comprehensive understanding of human resources programs, regulatory compliance, and workforce sustainability. * Financial & Fiscal Stewardship: Strong financial acumen, including budget management and methods for improving organizational financial performance. * Labor Strategy: Deep knowledge of operating within complex, unionized healthcare environments. * Organizational Development (OD): Theory and practice of OD and change management frameworks to ensure institutional agility. * Technology Systems: High proficiency in Microsoft Office (Outlook, Word, Excel, PowerPoint), EMR (Epic preferred), and specialized HR information system functionalities (Workday preferred). Skill in: * Strategic Communication: High-level verbal and written communication tailored for leadership, board members, and community stakeholders. * Leadership & Coaching: Proven skill in facilitation, delegation, and mentoring to support the professional success of others. * Interpersonal Relations: Advanced customer service and relationship-building techniques to engage patients and employees alike. * Conflict Resolution & Negotiation: Navigating diverse interests to build strategic alliances and partnerships. * Analytical Problem-Solving: Applying systems-thinking and independent judgment to resolve complex organizational issues. Ability to: * Be the Voice of Culture: Serve as a visible, employee-facing leader who inspires a shared sense of purpose and embodies organizational values. * Lead Through Change: Guide the organization through shifting healthcare landscapes using effective change management strategies to translate concepts into practical, scalable solutions. * Foster Inclusivity: Build a high-performing, engaged, and inclusive workforce capable of delivering equitable healthcare. * Collaborate Strategically: Cultivate effective working relationships with board members, providers, and healthcarepartners to execute business strategies. * Work Autonomously: Prioritize and organize a wide variety of high-level assignments while maintaining focus on fiscal and mission-driven goals. PREFERRED Knowledge, Skills and Abilities: Experience with process improvement methodologies. Additional Posting Information Hillsboro Medical Center believes in providing equal employment opportunities for all qualified individuals. Recruitment, hiring, promotions, transfers, working conditions, training, and compensation will be based on qualifications without regard to race, color, sex, sexual orientation, gender identity, religion, age, creed, national origin, marital status, family relationship, veteran status, genetic information, physical or mental disability, or any other status or characteristic protected by applicable law. We further commit ourselves to continuing the practical application of this policy in our daily business conduct.

The Human Resources Manager is responsible for all aspects of Human Resources and must be a highly organized professional with excellent time management and efficiency. This role is directly responsible for planning and administering policies related to all phases of Human Resources, with a strong focus on recruiting, training, employee relations, labor relations, performance management, and employment data analytics. Essential Duties and Responsibilities Manages recruiting websites and engagement to identify, attract, and retain employees; analyzes staffing needs and matches candidates with job requirements. Identifies recruitment sources and evaluates candidate skillsets, ensuring compensation packages align with local industry wage ranges. Conducts wage surveys within the local labor market to determine competitive wage rates. Supervise and support the HR & Payroll Specialist to ensure accurate payroll processing, benefits administration, compliance, and effective HR operations. Serves as the main point of contact for employee relations, responding to inquiries and facilitating resolution of employment issues in accordance with legal requirements, company policies, and best practices. Conducts background checks, criminal screenings, and drug screenings. Leads the performance management process, including completion of appraisal forms and guidelines for annual employee reviews and other performance systems, ensuring consistency across departments. Administers the performance review program to ensure effectiveness, compliance, and organizational equity. Ensures compliance with all state and federal laws, including discrimination, workers' compensation, unemployment, wage and hour, COBRA, HIPAA, ERISA, OSHA, FCRA, immigration laws, employment-related contractual obligations, and company policies. Coordinates management roles for annual updates to the Company Employee Handbook and other employment policies. Maintains employment records electronically and in paper form, including benefits participation (insurance and retirement plans), personnel actions (hires, promotions, transfers, performance reviews, and terminations), and employee data required for government reporting. Manages payroll processing, benefits administration, employee attendance, and leave programs (including PTO, FMLA, disability, and bereavement). Assists with disciplinary actions, including terminations, and conducts exit interviews. Conducts investigations and responds to employee claims, including discrimination and unemployment claims. Plans and conducts new employee orientation to promote a positive introduction to the company and organizational culture. Administers and reconciles all benefits programs, including medical, dental, vision, life and disability insurance, 401(k) plans, PTO, leave of absence, and employee assistance programs. Coordinates management training related to interviewing, hiring, promotions, terminations, performance reviews, safety, and sexual harassment. Provides guidance on employee relations matters. Works closely with the Safety Coordinator to investigate workplace accidents and prepares reports for Workers' Compensation insurance carrier (SAIF). Prepares employee separation notices and related documentation and conducts exit interviews to determine reasons for separation. Demonstrates flexibility to adjust work hours periodically to attend early morning or late afternoon employee meetings. Qualifications / Education / Experience Associate degree or higher preferred 5-7 years of Human Resources experience HR certification preferred (e.g., PHR, SHRM-CP, HRCI, or university-issued certification) Strong knowledge of labor law fundamentals and Human Resources management practices Working knowledge of accounting and budgeting fundamentals Proficiency in Microsoft Office Suite (Word, Excel, PowerPoint, Outlook/Email) Excellent interpersonal, communication, and collaboration skills Commitment to respectful, positive dialogue with internal stakeholders Strong judgment and initiative in resolving complex, non-routine issues and developing recommendations Ability to work in environments with moderate noise levels; office areas are generally quiet, while some machine shop areas may be loud

About the Role The Director of Talent Acquisition serves as a strategic and hands-on leader responsible for designing, implementing, and managing Agility Robotic's recruitment strategy. This role is responsible for building a best in class, high-performing recruiting team to attract, acquire, and onboard the best talent at Agility and is a strategic partner to executive leadership, driving innovative talent solutions that directly support the company's aggressive growth objectives and competitive advantage. About the Work * Plan, develop, implement, and manage full-cycle recruitment processes across all functions including Engineering (Software and Hardware), Operations (Supply and Manufacturing), G&A, GTM and Executive roles. * Hire, train, manage and inspire a talent acquisition team, fostering a culture of high performance, collaboration, continuous learning, and accountability and ensuring their growth and progression within the career framework. * Develop innovative hiring methodologies through identifying unique and non-traditional sources for finding candidates. * Oversee campus recruiting, diversity recruiting programs, and other strategic talent initiatives. * Partner with Finance, HRBPs, and business leaders to align hiring plans and ensure strong accountability and collaboration towards hiring goals. * Partner closely with business leaders to design role-specific assessment frameworks based on the career framework. * Track and analyze recruiting metrics (time-to-fill, source of hire, candidate experience, event ROI, etc.) and continuously optimize processes based on data. * Architect and execute the Talent technology roadmap including our ATS, assessment tools, CRM, and sourcing platforms. * Develop and manage the Talent Acquisition budget, optimizing resource allocation and demonstrating ROI. * Serve as an internal subject matter expert on labor market trends, talent intelligence, and competitive compensation. * Work collaboratively with Agility's marketing team to ensure employer branding efforts, including social media presence, job postings, and recruiting activities at industry events is aligned with Agility's overall brand posture. * Leverage AI tools and external recruiting partners, agencies, and communities when needed to maximize efficiency and impact. * Ensure strict compliance with all local, state, and federal employment laws and regulations. About You: * 15+ years of Talent Acquisition/People Ops experience with at least 7 years managing teams and Talent transformations. * Proven ability to scale a TA organization in high-growth, tech environments. * Experience recruiting across engineering and operations, filling hard-to-fill roles as well as non-exempt production workforce. * Hands-on experience leading executive searches (VP → C-suite) with creative sourcing and high-touch processes. * Ideally both big tech and startup experience. * Proven track record selecting, implementing, and driving adoption of Talent technology (ATS, CRM, automation, analytics, assessment tools). * High EQ with the ability to communicate articulately and effectively across the business. * Metrics-first mindset: comfortable building and using dashboards, running experiments, and driving decisions from data. * Trusted advisor to senior leaders; proven ability to influence without relying on authority. * Passion for building high-performing teams and having a positive attitude.

FLSA Status: Exempt Reports To: Vice President, Finance and Administration / CFO FTE: 1.0 Department: Human Resources The University invites applications for the position of Director of Human Resources, a senior leadership role responsible for proactively and strategically managing all human resources functions. The Director serves as a trusted advisor to managers and senior leadership on complex and sensitive personnel matters, change management, and best practices. This role oversees the development, implementation, and enforcement of human resources policies and practices to ensure compliance with applicable federal and state employment laws and regulations, including FLSA, Title IX, ADA, FMLA, HIPAA, ERISA, and pay equity laws. The Director of Human Resources brings creativity, collaboration, and a passion for relationship-building, working closely with the campus community to strengthen organizational culture and effectiveness. The position provides strategic oversight of employee benefits, recruitment and retention efforts, employee relations, and HR systems, while fostering an inclusive, engaged, and compliant workplace. PRIMARY DUTIES AND RESPONSIBILITIES Departmental Leadership * Collaborates with the CFO and internal and external stakeholders to develop strategic departmental goals, objectives, and systems. * Evaluates, analyzes, and recommends changes to department systems as indicated by process improvement efforts or changes in laws, policies, or procedures. * Develops and administers institutional Human Resources policies and practices. * Manages the Human Resources departmental budget. * Oversees maintenance and accuracy of employee personnel records. * Oversees employee benefits administration and serves as liaison with benefit representatives. * Serves on the University Retirement Advisory Committee and completes Form 5500. * Partners with Payroll Manager to ensure timely and accurate payroll and benefits reconciliation. * Advises on HRIS design, implementation, maintenance, reporting, and auditing. * Provides leadership, coaching, and performance feedback to HR staff. University-Wide Responsibilities * Develops and implements university-wide HR initiatives and timelines. * Assists employees in understanding personnel policies and procedures. * Develops workforce metrics and evaluates HR effectiveness. * Administers compliance with HIPAA, ERISA, COBRA, FMLA, OFLA, ADA, and related regulations. * Fosters an inclusive, respectful, and engaged campus culture. * Serves as liaison with legal counsel on HR-related matters. * Reviews, drafts, and interprets HR policies and advises leadership on legal updates. Salary Administration * Develops and maintains compensation structures, pay grades, and pay equity compliance. * Leads performance management and employee development programs. * Develops and delivers employee training and succession planning initiatives. Recruitment * Advises managers on hiring, promotions, transfers, classifications, and compensation. * Oversees job postings, applicant tracking, onboarding, immigration issues, and exit interviews. Campus Safety * Partners with Environmental Health & Safety on workers' compensation and return-to-work programs. * Supports OSHA compliance, ergonomic reviews, and ADA integration. Employee Relations & Organizational Behavior * Coaches managers on performance management and conflict resolution. * Manages complex employee relations issues, grievances, and investigations. * Serves as Deputy Title IX Coordinator for staff matters. MINIMUM QUALIFICATIONS * Bachelor's degree in Human Resources or related discipline. * Five to seven years of professional HR management experience. * Demonstrated expertise in employee relations, benefits, compensation, recruitment, training, and compliance. * Strong analytical, communication, and leadership skills. * Ability to maintain confidentiality. * Valid driver's license. PREFERRED QUALIFICATIONS * HR experience in higher education. * PHR or SPHR certification. * Master's degree in Business Administration. * Juris Doctorate degree. PHYSICAL REQUIREMENTS Work is primarily performed in an office environment with frequent sitting, computer use, and communication. Occasional standing, walking, travel, and lifting up to 20 pounds is required. Reasonable accommodations may be made. Linfield University participates in E-Verify to verify the identity and work eligibility of all new employees. To apply, please submit your application materials through the Linfield University employment portal. We look forward to learning more about how your experience and passion align with our mission. ***********************************************************************************************

Job Title: Remote Human Resources Advisor Hourly Pay: $25 - $31/hour We are seeking a Human Resources Advisor to provide strategic HR support to organizations looking to optimize their workforce and improve employee relations. In this role, you will advise on HR policies, recruitment strategies, employee development, and labor compliance. If you have a strong HR background and are passionate about creating productive work environments, we want you on our team. Key Responsibilities: Guide clients on HR functions such as recruitment, talent acquisition, employee relations, and performance management Advise on compensation strategies, benefits programs, and compliance with labor laws Resolve employee-related issues and improve workplace morale Provide training programs for managers and employees to enhance leadership and performance Help create HR policies aligned with industry standards and legal requirements Conduct audits of existing HR processes and recommend improvements Build strong, ongoing relationships with clients to meet HR needs Keep clients informed of HR law changes, regulations, and best practices Qualifications: Bachelor's degree in HR, Business, or a related field (SHRM-CP/PHR preferred) 3+ years of experience in HR advisory, consulting, or a similar role In-depth knowledge of HR best practices, employment law, and employee relations Strong communication and interpersonal skills to build rapport with clients Proven ability to implement HR solutions addressing business needs Proficiency in HR software and Microsoft Office Perks & Benefits: Competitive hourly pay: $25 - $31 Flexible work schedule, with remote options Career growth and professional development opportunities Health, dental, and vision insurance Paid time off and sick leave Bonus potential based on performance

FLSA Status: Exempt Reports To: Vice President, Finance and Administration / CFO FTE: 1.0 Department: Human Resources The University invites applications for the position of Director of Human Resources, a senior leadership role responsible for proactively and strategically managing all human resources functions. The Director serves as a trusted advisor to managers and senior leadership on complex and sensitive personnel matters, change management, and best practices. This role oversees the development, implementation, and enforcement of human resources policies and practices to ensure compliance with applicable federal and state employment laws and regulations, including FLSA, Title IX, ADA, FMLA, HIPAA, ERISA, and pay equity laws. The Director of Human Resources brings creativity, collaboration, and a passion for relationship-building, working closely with the campus community to strengthen organizational culture and effectiveness. The position provides strategic oversight of employee benefits, recruitment and retention efforts, employee relations, and HR systems, while fostering an inclusive, engaged, and compliant workplace. PRIMARY DUTIES AND RESPONSIBILITIES Departmental Leadership • Collaborates with the CFO and internal and external stakeholders to develop strategic departmental goals, objectives, and systems. • Evaluates, analyzes, and recommends changes to department systems as indicated by process improvement efforts or changes in laws, policies, or procedures. • Develops and administers institutional Human Resources policies and practices. • Manages the Human Resources departmental budget. • Oversees maintenance and accuracy of employee personnel records. • Oversees employee benefits administration and serves as liaison with benefit representatives. • Serves on the University Retirement Advisory Committee and completes Form 5500. • Partners with Payroll Manager to ensure timely and accurate payroll and benefits reconciliation. • Advises on HRIS design, implementation, maintenance, reporting, and auditing. • Provides leadership, coaching, and performance feedback to HR staff. University-Wide Responsibilities • Develops and implements university-wide HR initiatives and timelines. • Assists employees in understanding personnel policies and procedures. • Develops workforce metrics and evaluates HR effectiveness. • Administers compliance with HIPAA, ERISA, COBRA, FMLA, OFLA, ADA, and related regulations. • Fosters an inclusive, respectful, and engaged campus culture. • Serves as liaison with legal counsel on HR-related matters. • Reviews, drafts, and interprets HR policies and advises leadership on legal updates. Salary Administration • Develops and maintains compensation structures, pay grades, and pay equity compliance. • Leads performance management and employee development programs. • Develops and delivers employee training and succession planning initiatives. Recruitment • Advises managers on hiring, promotions, transfers, classifications, and compensation. • Oversees job postings, applicant tracking, onboarding, immigration issues, and exit interviews. Campus Safety • Partners with Environmental Health & Safety on workers' compensation and return-to-work programs. • Supports OSHA compliance, ergonomic reviews, and ADA integration. Employee Relations & Organizational Behavior • Coaches managers on performance management and conflict resolution. • Manages complex employee relations issues, grievances, and investigations. • Serves as Deputy Title IX Coordinator for staff matters. MINIMUM QUALIFICATIONS • Bachelor's degree in Human Resources or related discipline. • Five to seven years of professional HR management experience. • Demonstrated expertise in employee relations, benefits, compensation, recruitment, training, and compliance. • Strong analytical, communication, and leadership skills. • Ability to maintain confidentiality. • Valid driver's license. PREFERRED QUALIFICATIONS • HR experience in higher education. • PHR or SPHR certification. • Master's degree in Business Administration. • Juris Doctorate degree. PHYSICAL REQUIREMENTS Work is primarily performed in an office environment with frequent sitting, computer use, and communication. Occasional standing, walking, travel, and lifting up to 20 pounds is required. Reasonable accommodations may be made. Linfield University participates in E-Verify to verify the identity and work eligibility of all new employees. To apply, please submit your application materials through the Linfield University employment portal. We look forward to learning more about how your experience and passion align with our mission. ***********************************************************************************************