Director of human resources jobs in Eugene, OR

Job DescriptionHuman Resources Manager - Manufacturing Reports To: Director of People Operations FLSA Status: Exempt The Human Resources Manager serves as the strategic and hands-on HR leader for the manufacturing facility, overseeing all HR functions including employee relations, staffing, talent development, compliance, and labor practices. This role ensures the plant maintains a highly engaged, compliant, well-trained workforce that supports safety, quality, productivity, and overall business performance. The HR Manager partners closely with operations leadership to build a positive culture, reduce turnover, strengthen staffing pipelines, and ensure consistent adherence to company policies and regulatory requirements. Key Responsibilities1. Employee Relations & Culture Serve as the primary HR contact for all plant employees, supervisors, and managers. Provide coaching and guidance to address performance concerns, conflict resolution, and behavioral issues. Ensure fair and consistent application of policies and progressive discipline. Lead investigations related to misconduct, harassment, safety violations, and policy breaches. Promote a culture focused on safety, accountability, communication, and continuous improvement. 2. Talent Acquisition & Workforce Planning Manage full-cycle recruitment for hourly and salaried manufacturing positions. Maintain strong talent pipelines for high-turnover roles (production, maintenance, sanitation, warehouse). Collaborate with department leaders to forecast workforce needs and develop hiring strategies. Oversee onboarding, new-hire orientation, and first-week training to ensure high retention. 3. Compliance & Regulatory Management Ensure adherence to all federal, state, and local employment laws (FMLA, ADA, EEOC, OSHA, wage & hour). Maintain accurate employee files, I-9 documentation, safety records, and compliance reports. Partner with safety leaders to support OSHA audits, training, injury reporting, and workers' comp claims. Update and enforce company policies and employee handbook. 4. Benefits, Leave Administration & Payroll Support Oversee benefit enrollment, employee inquiries, and vendor communication. Manage FMLA, short-term disability, workers' comp, and personal leave requests. Partner with payroll to ensure accurate timekeeping, scheduling, and wage adjustments. 5. Training & Development Ensure completion of mandatory training programs (safety, GMPs, food safety, harassment prevention, etc.). Create development paths for supervisors and high-potential employees. Support cross-training initiatives to improve workforce flexibility and reduce downtime. 6. HR Metrics, Reporting & Continuous Improvement Track and report turnover, staffing levels, attendance, productivity, and employee engagement metrics. Analyze trends and recommend solutions to improve retention and workforce stability. Lead improvement initiatives related to onboarding, communication systems, and employee experience. Qualifications Bachelor's degree in Human Resources, Business Administration, or related field preferred. 5+ years of HR generalist or HR management experience (manufacturing experience preferred). Strong understanding of employment law, compliance, and HR best practices. Experience in high-volume recruiting for hourly plant positions. Excellent interpersonal, communication, and conflict-resolution skills. Ability to thrive in a fast-paced, production-driven environment. Proficiency in HRIS systems, ATS platforms, and Microsoft Office Suite. Bilingual (English/Spanish) preferred but not required. Ideal Candidate Traits Approachable, supportive, and trustworthy. Strong sense of urgency with the ability to multitask and prioritize. Confident decision-maker who brings both strategy and hands-on execution. Passion for building strong teams, coaching leaders, and improving culture. Powered by JazzHR ub GQoMVnoz

The Human Resources Manager is responsible for overseeing and leading all human resources functions, including employee relations, compliance, recruitment, performance management, payroll and benefits oversight, and HR policy development. This role partners closely with leadership to ensure HR practices align with organizational goals, legal requirements, and best practices while fostering a positive, compliant, and inclusive workplace culture. Essential Duties and ResponsibilitiesHR Leadership & Strategy Lead and manage the HR function, including supervising HR staff (e.g., HR Generalist, Coordinator). Serve as a strategic partner to executive leadership on workforce planning, organizational development, and risk management. Develop and implement HR strategies that support operational and growth objectives. Employee Relations & Performance Management Oversee employee relations matters, including investigations, corrective actions, grievances, and terminations. Coach managers on performance management, documentation, and progressive discipline. Ensure consistent application of policies and employment practices across the organization. Recruitment & Workforce Development Oversee recruitment, hiring, and onboarding processes to ensure compliance and quality hiring practices. Support leadership in workforce planning, succession planning, and retention strategies. Guide training and professional development initiatives. Payroll, Benefits & Compensation Oversight Oversee payroll processes, including wage compliance, timekeeping, PTO, and deductions. Manage benefits administration, renewals, enrollments, and vendor relationships. Support compensation planning, wage structures, and pay equity initiatives. Compliance & Risk Management Ensure compliance with federal, state, and local employment laws, including wage and hour, leave laws, workers' compensation, and workplace safety. Maintain compliance with Oregon-specific requirements (e.g., OFLA, Paid Leave Oregon). Lead HR-related audits, licensing reviews, and corrective action plans as needed. Policies, Procedures & HR Operations Develop, update, and enforce HR policies, procedures, and employee handbooks. Oversee HR recordkeeping, confidentiality, and data integrity. Monitor HR metrics and prepare reports for leadership. Requirements:

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.

Powell's Books, Inc. is growing and looking for a VP of Human Resources to help take their team to the next level! The VP of Human Resources is responsible for overseeing and directing all employee and labor relations programs and functions in keeping with the Company's mission and values. The role is responsible for developing and implementing Powell's human resource strategies, policies, and programs to ensure compliance with all labor laws and the collective bargaining agreement. The position supervises the Corporate Human Resource Manager, Benefits Administrator, and the Learning and Development Department. Reports to the CEO. ESSENTIAL FUNCTIONS: Acts as a primary contact for all labor relations issues. Ensures company compliance with the collective bargaining agreement. Acts as a liaison between the Union and outside legal counsel. Assists outside legal counsel in grievance processing and contract application. Recommends and oversees program goals and objectives in all areas of employee relations. Oversees and performs investigations into issues such as employee complaints, policy violations, disciplinary actions, and employee and applicant appeals and grievances. Provides guidance and recommendations for problem resolution to department managers and individuals. Collaborates with senior management to foster and maintain a work environment in keeping with the company's mission and values. Collaborates with executive officers, directors and managers to identify organizational development needs and oversee initiatives to address those needs. Oversees the design, implementation, and administration of the company's benefits and compensation programs to ensure compliance and consistency. Ensures company compliance with all labor laws, regulations, and reporting requirements, including EEO, ADA, FMLA, and OSHA. Maintains up-to-date knowledge of labor laws and regulations, as well as industry trends and best practices in human resources, recommending and implementing changes when appropriate. Provides senior management with regular updates on employee and labor relations. Develops and oversees the human resources budget. Has a general understanding of how to operate within the company HRIS and office software to meet department needs. Oversees the maintenance of accurate and confidential employee records, ensuring compliance with privacy regulations and data protection laws. QUALIFICATIONS: Bachelor's degree in business, HR or related field, or equivalent combination of education, experience, and training. A minimum of 10+ years of progressive HR experience with at least 5 years in a leadership role. A minimum of 3 years of labor relations experience in a union environment. Thorough knowledge of labor relations practices and legal requirements. Thorough knowledge of HR related federal, state and local laws and regulations. Excellent interpersonal skills, with the ability to build strong relationships at all levels of the organization. Excellent managerial skills and ability to evaluate the work of others. Excellent verbal and written communication skills. Strong analytical skills and ability to interpret and communicate data. Professional certifications such as SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) credential are highly desirable. General understanding of HRIS and office software. Absolute ability to maintain confidential information. Love of books and reading. LOCATION: Portland, Oregon, United States

About Us Headquartered in Portland, Oregon, TEC has 30+ locations from Seattle to San Diego to the Midwest, serving thousands of customers across Washington, Oregon, California, Nevada, Arizona, Nebraska, Iowa and South Dakota. TEC Equipment features Mack and Volvo heavy-duty trucks, Hino and Isuzu medium duty trucks, Wabash trailers and Cottrell auto transport trailers. We offer a large and desirable inventory of new Mack and Volvo heavy-duty trucks and all makes of used trucks. Our full-service line-up also features quality parts, state-of-the-art service, collision centers and fuel, leasing/rental, financing, and insurance. Our locations are authorized service centers for Mack, Volvo, Cummins, Meritor, Eaton and Fuller warranties. TEC truly offers the convenience of one-stop shopping for all trucking-related needs. Overview The Vice President of Human Resources focuses on optimizing TEC's most important resource: its people. Closely linked to this objective is providing leadership to and development of the company's HR team. Reporting to the COO, the Vice President of HR leads and develops the company's entire HR team, which covers three key functional areas: employee relations, compensation and benefits, and talent acquisition. The Vice President of HR develops and maintains policies and programs that position TEC as an employer of choice and provides an ongoing outstanding employee experience. The position also serves as a trusted advisor to TEC executives and managers on all people-related issues and plays a key role in protecting the company from undue legal and compliance risk. The Vice President of HR must build effective cross-functional relationships with other senior leaders to ensure all HR activities align with the direction and opportunities of the business. TEC's Mission, Vision, and Values and applicable federal, state, and local laws and regulations guide the work of the Vice President of HR at all times. Strategic planning and development constitute approximately 50% of the Vice President of HR's bandwidth, with the remaining half consumed by ongoing HR-related advice and management duties. The Vice President of HR will satisfy the essential job functions below through a combination of their own direct involvement and appropriate delegation to other team members. Responsibilities Oversee the company's entire HR function, including employee relations, compensation and benefits, and talent acquisition. Actively manage, mentor, and develop direct reports, including the Compensation and Benefits Manager, Talent Acquisition Manager, and Human Resource Business Partners (“HRBPs”). Actively manage the scope, measurement, and functional performance of employee optimization and employee relations efforts. Provide sound and prompt advice to executives and managers on all HR-related issues. Design and monitor the structure of the overall HR function to ensure an effective delivery model that drives continued improvement in TEC's success as an employer of choice. Develop and implement strategies to help management attract, retain, and develop talent. Examples include tools for identifying high potential employees, effective interviewing, career development, performance management, rewards and recognition, and promotion of diversity, equity, inclusion, and accessibility (“DEIA”) efforts. Ensure that the HR department aligns strategically with the company's cross-functional senior leaders. Take a direct and knowledgeable interest in company strategies and objectives to maintain an actionable understanding of how HR can support TEC's business objectives. Develop strong relationships, goodwill, and trust throughout the company and influence accordingly on HR matters. Identify key people-related inputs that lead to quality outcomes for the company and employees. Report and optimize on related key performance indicators. Develop and maintain standardized performance review and succession planning tools for managers to use throughout the company footprint. Heavily leverage and promote the use of personal competencies as a common language around performance management. Perform all work in accordance with and proactively model TEC's Vision, Mission, and Values; promote a positive company culture and entrepreneurial environment. Negotiate HR-related vendor contracts; manage and evaluate HR vendors on an ongoing basis. Qualifications Bachelor's degree strongly preferred, with a degree in business or human resources or related fields 10+ years supporting multi-location, multi-state businesses Experience working in a best practice, large company environment strongly preferred 5+ years of management experience in the HR field, with demonstrated experience and success in the key subfields of employee relations, compensation and benefits, and talent acquisition Vehicle and/or heavy equipment dealership experience desirable Experience in merger and acquisition transactions desirable Strong knowledge of the core aspects of HR from the perspective of managers and employees alike Ability to lead, mentor, and develop a team and delegate tasks appropriately Comfortable operating in an entrepreneurial and occasionally ambiguous environment, while maintaining compliance with all legal and regulatory requirements Strong knowledge of employment-related laws and regulations, including applicable wage and hour requirements; ability to determine when legal counsel is or is not required Ability to provide thoughtful and candid (and sometimes unpopular) advice to internal clients on all HR-related matters Maintain high standards of professionalism, ethics, discretion, and confidentiality at all times Ability to identify, prioritize, and manage multiple projects from start to finish with minimal supervision Strong business acumen; ability to employ a risk-based approach when considering business needs in the context of legal and compliance requirements Clear and concise oral and written communication skills; ability to actively listen Benefits TEC provides our employees and their families with a full menu of health, wellness, and retirement benefits. New hires are eligible to participate in TEC Equipment's comprehensive benefits plan the first of the month following your date of hire. Choice of two comprehensive medical plan options that include prescription drug coverage Choice of two dental plans that cover preventative and diagnostic care, basic and major services, and orthodontia for children Vision care, discounted hearing exams, and hearing aids 401(k) retirement savings plan with company contribution Life, accident, and disability insurance Employee Assistance Program (EAP) Education assistance Seven paid holidays, vacation accrual of at least 48 hours per year, and paid sick Statements All offers of employment are contingent upon successful completion of all applicable screenings. We are an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, gender identity, sexual orientation, national origin, disability status, protected veteran status, or any other characteristic protected by law. Pursuant to the San Francisco Fair Chance Ordinance and the Los Angeles Fair Chance Ordinance, we will consider for employment qualified applicants with arrest and conviction records.

Hydro Extrusions is a world-leading aluminium extrusion business counting around 100 production sites in 40 countries and employing 20,000 people. Through our unique combination of local expertise, global network, and unmatched R&D capabilities, we can offer everything from standards profiles to advanced development and manufacturing for most industries. Since 1905, Hydro has turned natural resources into valuable products for people and businesses with focus on a safe and good workplace for our 30,000 employees in more than 140 locations. Job Location: Portland, OR, The Dalles, OR, Yankton, SD, City of Industry, CA or Connersville, IN Hydro employees can enjoy several benefits including: * Medical, Rx, Dental, Disability, Life Insurance, Flexible Spending Accounts * Retirement Savings Plans with Company Match/Contributions * Education Assistance * Bonus Plan Eligibility * Parental Leave Pay Range: $165,000 - $230,000 Required Education/Experience: * Bachelor's degree or equivalent experience required (Master's preferred). * 10+ years of HR experience in a manufacturing or industrial environment, with at least 2+ years in a unionized setting. * Experience in collective bargaining, workforce planning, HR compliance, and talent management required. Job Summary: The Region HR Manager (RHRM) leads HR operations across multiple manufacturing sites, overseeing both unionized and non-unionized facilities in multiple states. This role ensures alignment between HR strategy and business objectives, driving labor relations, workforce planning, compliance, talent management, and organizational development. The RHRM serves as a trusted advisor to plant HR teams and senior leadership, leading HR continuous improvement initiatives, change management, and risk mitigation efforts. Job Responsibilities: Strategic HR Leadership & Business Partnership * Assist the VP of Human Resources in executing the company's HR vision and strategy. * Lead HR initiatives across multiple locations, ensuring alignment with business goals. * Partner with GMs/senior leadership, plant managers, and HR teams to drive workforce planning, succession planning, and organizational structure improvements. * Lead and Monitor HR KPIs in assigned plants, identifying trends, issues, and improvement opportunities. * Ensure plant leadership is accountable for culture, engagement, and talent development. Labor Relations & Compliance * Oversee union negotiations, grievance handling, and contract compliance at unionized plants. * Function as a strategic partner in labor relations, ensuring consistency in CBA interpretation across locations. * Develop and execute union-avoidance strategies at non-union sites while maintaining positive employee relations. * Lead workplace investigations, audits, and risk mitigation efforts to ensure HR and legal compliance. * Ensure adherence to federal, state, and local employment laws across multiple jurisdictions. Talent Management & Workforce Planning * Leads talent acquisition strategies, ensuring staffing levels align with production demands. * Lead succession planning and leadership development programs, coaching plant HR teams on talent pipeline management. * Assess and support local plant HR team development, ensuring HR capabilities align with business needs. * Implement standardized training and career development frameworks across the region. HR Operational Excellence & Continuous Improvement * Lead HR process improvement initiatives, benchmarking best practices across locations. * Align HR technology and systems with business needs, ensuring efficiency and data accuracy. * Manage HR budgets and resources, optimizing HR function performance across sites. * Drive employee engagement, inclusivity programs, and culture-building initiatives across the region. HR Risk Management & Organizational Change * Function as a change agent in organizational restructures and workforce transitions. * Lead HR compliance audits to ensure risk management across locations. * Provide guidance to plant HR teams on implementing proactive policies that address labor trends, legislation, and best practices. Preferred Skills Qualifications: * Certification in: SHRM-CP, SHRM-SCP, PHR, or SPHR, Certified Labor Relations Professional (CLRP) or other union/labor relations certifications a plus. * Strong knowledge of labor laws (NLRA, FLSA, OSHA, FMLA, ADA) and CBA interpretation. * Strong experience in union labor relations, collective bargaining, grievance resolution, and multi-state compliance. * Proficiency in HRIS systems, timekeeping software (e.g., Success Factors, UKG/UltiPro), and Microsoft Office Suite. * Ability to analyze HR metrics to identify trends and drive process improvements. * Expertise in talent management, workforce planning, and performance coaching. * Strong conflict resolution, negotiation, and communication skills. * Strategic mindset, with a focus on HR best practices and operational efficiency. * Ability to work in fast-paced, high-volume manufacturing settings, balancing priorities effectively. * Proactive problem solver with a data-driven approach to HR strategy. * English required; additional language skills are a plus. Physical Requirements: * 50% travel required. Equal opportunities Hydro in North America is an Equal Opportunity Employer where all phases of employment are based strictly upon the qualifications of the individual as related to the work requirements of the position. This policy is applied without regard to race, sex, sexual orientation, gender identity, religion, national origin, ancestry, age, disability, veteran status, marital status or any other category protected by law. We strive to provide equal opportunities for all to contribute and succeed with us. If you need an accommodation in order to complete the application, please contact Hydro Recruiting via email at ********************************** Possible work locations Why Hydro? Are you looking to make a real impact? For over a century, our people have been the driving force in solving some of the world's most pressing issues - and we hope you'll join us in solving the next century's. Whether you're working to close the loop at one of our recycling facilities or ensuring efficient renewable energy processes to decarbonize aluminium production, your contributions make an impact in our shared purpose of propelling our industries and the world into a greener future. Why Hydro? Are you looking to make a real impact? For over a century, our people have been the driving force in solving some of the world's most pressing issues - and we hope you'll join us in solving the next century's. Whether you're working to close the loop at one of our recycling facilities or ensuring efficient renewable energy processes to decarbonize aluminium production, your contributions make an impact in our shared purpose of propelling our industries and the world into a greener future. A job where you make a difference A key part of succeeding in this mission involves encouraging a collegial environment where our differences are acknowledged as our greatest competitive advantage. Your diverse perspective makes us stronger. Our global diversity, inclusion and belonging program enables us to cultivate a high-performing and inclusive workplace where everyone feels valued. Your career journey is unique. We strive to provide you with the support needed to achieve your full potential. With our global reach, inclusive culture, and cutting-edge technology you'll have the opportunity to build a career that aligns with your strengths and passions. Join our global community of over 30,000 people with a presence in 40 countries and united by the values of Care, Courage and Collaboration. At Hydro, you have the chance to make a difference in the industries that matter. Explore our world and the heart of our operations. A job where you make a difference A key part of succeeding in this mission involves encouraging a collegial environment where our differences are acknowledged as our greatest competitive advantage. Your diverse perspective makes us stronger. Our global diversity, inclusion and belonging program enables us to cultivate a high-performing and inclusive workplace where everyone feels valued. Your career journey is unique. We strive to provide you with the support needed to achieve your full potential. With our global reach, inclusive culture, and cutting-edge technology you'll have the opportunity to build a career that aligns with your strengths and passions. Join our global community of over 30,000 people with a presence in 40 countries and united by the values of Care, Courage and Collaboration. At Hydro, you have the chance to make a difference in the industries that matter. Explore our world and the heart of our operations. A job where you make a difference A key part of succeeding in this mission involves encouraging a collegial environment where our differences are acknowledged as our greatest competitive advantage. Your diverse perspective makes us stronger. Our global diversity, inclusion and belonging program enables us to cultivate a high-performing and inclusive workplace where everyone feels valued. Your career journey is unique. We strive to provide you with the support needed to achieve your full potential. With our global reach, inclusive culture, and cutting-edge technology you'll have the opportunity to build a career that aligns with your strengths and passions. Join our global community of over 30,000 people with a presence in 40 countries and united by the values of Care, Courage and Collaboration. At Hydro, you have the chance to make a difference in the industries that matter. Explore our world and the heart of our operations. About Hydro * Hydro is a leading aluminium and renewable energy company committed to a sustainable future * Founded: 1905 * Number of employees: 32,000 * Company presence in around 40 countries worldwide * President and CEO: Eivind Kallevik Learn more about Hydro Get to know us Purpose and values Hydro worldwide History and heritage Career areas Meet our people Hydro's talent community Can't find the right job? Be the first one to learn about new job opportunities that might be a perfect fit for you. Join Today Hydro's talent community Can't find the right job? Be the first one to learn about new job opportunities that might be a perfect fit for you. Join Today Nearest Major Market: Chicago

Looking for a way to make an impact and help people? Join PacificSource and help our members access quality, affordable care! PacificSource is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to status as a protected veteran or a qualified individual with a disability, or other protected status, such as race, religion, color, sex, sexual orientation, gender identity, national origin, genetic information or age. PacificSource values the diversity of our community, including those we hire and serve. We are committed to creating and fostering a work environment in which individual differences and diversity are appreciated, respected and responded to in ways that fully develop and utilize each person's talents and strengths. Lead a team of Human Resources Business Partners (HRBP) and HR Specialists who serve as strategic partners to business leaders. Ensure HR initiatives align with organizational and strategic goals, foster a positive employee experience, and drive talent strategies that support growth and performance. Provide guidance on workforce planning, employee relations, organizational development, and compliance while coaching HRBPs to deliver high-impact solutions. Ensure compliance with all regulations and maintain confidentiality. Essential Responsibilities: Oversee and lead the HR Business Partner (HRBP) and HR Specialist teams to ensure HR strategies and daily work align with business objectives, providing strategic oversight and management of department programs, including the development, implementation, and communication of initiatives. Collaborate with organizational leaders to create actionable plans that strengthen workforce planning, organizational design, employee engagement, and culture strategies while maintaining strong partnerships through comprehensive HR advice on business matters. Advise and coach leaders on talent development, retention strategies, performance management, employee relations, policy interpretation, conflict resolution, and compliance with legal and contractual requirements; support succession planning and leadership development programs. Champion cultural initiatives, foster open communication, reinforce company values, and influence critical talent decisions such as hiring, promotions, and internal mobility to ensure alignment with organizational goals and retention of top performers. Drive initiatives to facilitate 9-box talent discussions with leadership, collaborate with and advise leaders on strategies for developing and retaining high-potential employees, and oversee timely completion performance review processes as well as annual merit incentive programs. Collect, analyze, and synthesize quantitative and qualitative data to identify trends, develop actionable recommendations, and recognize patterns to inform decision-making and process improvements for programs such as onboarding effectiveness, exit interviews, 9 box process, performance reviews and more. Manage complex HR projects and initiatives, ensuring successful development, implementation, and rollout to support organizational objectives, utilizing lean methodologies and drive continuous improvement. Provide expert guidance on complex employee relations issues, ensure adherence to federal, state, and local employment regulations, and supervise workplace investigations and dispute resolution processes. Responsible for hiring, staff development, coaching, conducting performance reviews, corrective actions, and terminations; deliver feedback through regular one-on-ones and performance evaluations, and work with other departments to improve interdepartmental processes. Assist in developing annual budget. Monitor spending versus the planned budgeted throughout the year and take corrective action where needed. Coordinate business activities by maintaining collaborative partnerships with key departments. Responsible for process improvement and working with other departments to improve interdepartmental processes. Utilize lean methodologies for continuous improvement. Utilize visual boards and daily huddles to monitor key performance indicators and identify improvement opportunities. Actively participate as a key team member in department and Manager/Supervisor meetings. Actively participate in various strategic and internal committees in order to disseminate information within the organization and represent company philosophy. Supporting Responsibilities: Meet department and company performance and attendance expectations. Follow the PacificSource privacy policy and HIPAA laws and regulations concerning confidentiality and security of protected health information. Perform other duties as assigned. SUCCESS PROFILE Work Experience: Minimum of 5 years of HR Business Partner and/or complex employee relations experience required. Supervisory experience preferred. Education, Certificates, Licenses: Bachelor's degree required. Candidates with an Associate's degree and 2 years of relevant experience, or a high school diploma and 4 years of relevant experience, in addition to the required minimum years of Work Experience will also be considered. Preferred area of focus: Business Administration, Human Resources Management, or related field. SHRM-CP, SHRM-SCP, PHR, SPHR, or CBP Certification preferred and encouraged. Knowledge: Thorough knowledge and practical understanding of human resources functions and state and federal employment regulations, and a broad understanding of the business and the role each functional area plays. Ability to: read and interpret company policies and procedures; analyze market survey data and identify trends; present information clearly and concisely; exercise tact and diplomacy; and maintain confidentiality. Requires ability to define and prioritize problems and manage workload without direct supervision. Working knowledge or experience in the use of software applications to conduct daily business functions, with super-user capability a plus. Ability to work well under changing priorities and deadlines with frequent interruptions. Must have a passion for customer service (internal and external) and strong business acumen, with negotiating and influencing skills. Excellent oral and written communication skills. Competencies: Building Trust Building a Successful Team Aligning Performance for Success Building Partnerships Customer Focus Continuous Improvement Decision Making Facilitating Change Leveraging Diversity Driving for Results Environment: Work inside in a general office setting with ergonomically configured equipment. Travel is required approximately 15% of the time. Skills: Accountable leadership, Collaboration, Data-driven & Analytical, Delegation, Effective communication, Listening (active), Situational Leadership, Strategic Thinking Our Values We live and breathe our values. In fact, our culture is driven by these seven core values which guide us in how we do business: We are committed to doing the right thing. We are one team working toward a common goal. We are each responsible for customer service. We practice open communication at all levels of the company to foster individual, team and company growth. We actively participate in efforts to improve our many communities-internally and externally. We actively work to advance social justice, equity, diversity and inclusion in our workplace, the healthcare system and community. We encourage creativity, innovation, and the pursuit of excellence. Physical Requirements: Stoop and bend. Sit and/or stand for extended periods of time while performing core job functions. Repetitive motions to include typing, sorting and filing. Light lifting and carrying of files and business materials. Ability to read and comprehend both written and spoken English. Communicate clearly and effectively. Disclaimer: This job description indicates the general nature and level of work performed by employees within this position and is subject to change. It is not designed to contain or be interpreted as a comprehensive list of all duties, responsibilities, and qualifications required of employees assigned to this position. Employment remains AT-WILL at all times.

Current employees: Please apply through the employee portal to be considered for this opportunity. Pay Range: $167,876.79 - $268,604.58 Annual Department: Non-Departmental Job Type: Regular Non-Represented Exemption Status: United States of America (Exempt) Closing Date (Open Until Filled if No Date Specified): January 20, 2026 The Opportunity: Overview 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. The Selection Process: For details about how we typically screen applications, review our overview of the selection process page. We expect to evaluate candidates for this recruitment as follows: Initial review of minimum qualifications: We may do an additional preferred review and/or send out additional supplemental questions to identify those highest qualified. Consideration of top candidates: We will consider qualified candidates in order of rank and score from the list of eligible candidates. This may include panel interview(s), a hiring interview, and/or additional testing to determine the best candidates for a position. Background check and reference checks: All finalists must pass a thorough reference check Additional Information: This recruitment may be used to fill full-time, part-time, temporary, limited duration and on-call positions. Type of Position: This is an Unclassified Executive position that is salaried, FLSA Exempt, and not eligible for overtime pay. Multnomah County offers an exceptional benefits package, including employer-funded retirement savings; health and dental insurance at very low cost to full-time employees and their dependents; paid parental leave; wellness programs; a focus on work-life balance; and much more. Find more details on our benefits website. Equal Pay Law: Please be advised that the pay range listed for this position is intended to provide general guidance on the earning potential for the role. However, actual compensation will be determined in accordance with the Oregon Equal Pay Law and will take into account factors such as the candidate's relevant experience, education, seniority, training, and/or tenure. Candidates should expect that initial offers will be made within the listed pay range and may not be at or near the top of the range. Hybrid Telework: This position is designated as “hybrid telework,” meaning you will be working both remotely (from home) and in person at an onsite location. The designation of Hybrid Telework may be subject to change at a future time. All employees must reside in Oregon or Washington; the county cannot support ongoing telework from other locations. The onsite work location for this position is the Multnomah Building: 501 SE Hawthorne Blvd, Portland, OR 97214 Work Location: This position works onsite at the Multnomah Building: 501 SE Hawthorne Blvd, Portland, OR 97214 Serving the Public During Disasters: All County employees have a role in serving the public during inclement weather, natural disaster, or other types of community emergency response. During these emergency responses, county employees may ultimately be reassigned from their current position to a role in the emergency response to support the critical needs presented by our communities. In accordance with Oregon Law, Multnomah County is not collecting school attendance dates in the initial application process; please do not include these dates in your resume, cover letter and other application materials. Diversity and Inclusion: At Multnomah County, we don't just accept difference; we value it and support it to create a culture of dignity and respect for our employees. We are proud to be an Equal Opportunity Employer. We evaluate qualified applicants without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, veteran or protected veteran status, genetic information and other legally protected characteristics. The EEO Know Your Rights poster is available for your reference. Multnomah County is a VEVRAA Federal Contractor. We request priority protected veteran referrals. Veterans' Preference: Under Oregon Law, qualifying veterans may apply for veterans' preference. Review our veterans' preference page for details about eligibility and how to apply. Accommodation under the Americans with Disabilities Act: We gladly provide reasonable accommodation to anyone whose specific disability prevents them from completing an application or participating in this recruitment process. Please contact the recruiter below in advance to request assistance. Individuals with hearing or speech impairments may contact the recruiter through the Telecommunications Relay Service by dialing 711. Questions? Recruiter: Cole Whitehurst Email: ************************* Phone: **************** Application information may be used throughout the entire selection process. This process is subject to change without notice. Disclaimer: This announcement is intended as a general descriptive recruitment guide and is subject to change. It does not constitute either an expressed or implied contract. Job Profile: 9668 - Chief Human Resources Officer

Work Mode: Onsite Opportunity Under the direction of the Sr. HR Manager, the Sr. HR Generalist has the primary responsibility of providing day-to-day HR support to Ann Sacks Tile & Stone, and is a key HR partner to specific client groups within the business. This position will support the linking of HR activity to the success and strength of the organization, interfacing at all levels of the business to bring HR activity into alignment with organizational goals. This role is a trusted advisor, culture driver, and front line support for our Portland based manufacturing and corporate teams. Generalist duties to include employee relations, talent strategy, onboarding, policy & compliance, and HR administration. SPECIFIC RESPONIBILITIES HR Strategy * Participate in department and business meetings to gain insight into Ann Sacks' business and strategic plans. Provide support to the development of Human Resource plans and actions to best align talent to achieve the business goals * Develop long term talent pipeline and leadership succession plans for Ann Sacks Operations team Employee Development / Relations * Partner with supervisors within client group on handling complaints, performance concerns, terminations, promotions etc. * Conducts workplace investigations according to company standards, escalating to HR leader as needed * Serve as a key partner in driving the employee engagement process, including deployment of engagement surveys and action planning for key client groups * Champions recognition culture and participation in company rewards strategies * Act as a liaison between employees and management * Maintains and responds to general employee inquiries to specified service levels, utilizing good judgement to escalate to HR leader as appropriate Recruiting & Integration * Recruiting process support and compliance, requests or creates new job requisitions * Serve as liaison to recruiters for key positions, working with hiring managers on the selection process and overall recruitment project * Handle the pre-employment testing process for specific roles * Manage temporary staffing agency relationships, in coordination with hiring managers * Drive the new hire integration experience, including process support, manager support, and new hire check-ins Policy and Procedure * Support the process of updating HR policies and procedures, which may include ownership of specific policy areas and/or updating projects * Monitor compliance with government regulations across multi-state population * Monitor management compliance with HR policies and procedures * Act as a liaison with the Kohler legal department as necessary Administration * Serves as the primary owner of all personnel ACTs (transactions), working with functional managers to complete the process * Support org maintenance and headcount planning organization * Maintain location specific compliance related to the HR function (with support from labor relations team) * Maintain and organize general HR files, SOPs, and local employment records * Liaison with payroll department to resolve employee concerns * Assists with the creation of internal HR communications, trainings decks, meetings etc. * Assist with special projects as needed Training * Assist plant leaders in the development of specific trainings/orientations for manufacturing hires and supports Kohler manufacturing / supply chain training initiatives * Supports annual ethics training delivery and tracking for manufacturing roles * Provides occasional training support (facilitation and/or content) to HR and Training teams to support employee development across all teams Benefits Support * Advocates and drives employee wellbeing initiatives and participation * Serve as liaison for workers' comp, payroll, and leave of absence teams as needed * Support general employee inquiries and liaison with Kohler COEs KEY SKILLS & COMPETENCIES * Skills to work independently and problem solve, utilizing good judgement. * High level of organization and attention to detail. * Skills to prioritize and meet deadlines. * Communication skills to engage with others thoughtfully and build trust. Skills/Requirements * Requires minimum of 5 years of related experience (HR, recruitment, administration, management etc.), with preference given to experience in a manufacturing, retail, or distributed sales environment. * Bachelor's degree in human resources or related field preferred, but not required. Candidates with a variety of educational backgrounds and experiences are encouraged to apply. * Proficiency using Microsoft or similar office products required. * HR certification preferred (PHR/SHRM) or ability to complete within 12 months. #LI-Onsite #LI-KZ1 Applicants must be authorized to work in the US without requiring sponsorship now or in the future. We believe in supporting you from the moment you join us, which is why Kohler offers day 1 benefits. This means you'll have access to your applicable benefit programs from your first day on the job, with no waiting period. The salary range for this position is $77,950 - $118,950. The specific salary offered to a candidate may be influenced by a variety of factors including the candidate's experience, their education, and the work location. Why Choose Kohler? We empower each associate to #BecomeMoreAtKohler with a competitive total rewards package to support your health and wellbeing, access to career growth and development opportunities, a diverse and inclusive workplace, and a strong culture of innovation. With more than 30,000 bold leaders across the globe, we're driving meaningful change in our mission to help people live gracious, healthy, and sustainable lives. About Us It is Kohler's policy to recruit, hire, and promote qualified applicants without regard to race, creed, religion, age, sex, sexual orientation, gender identity or expression, marital status, national origin, disability or status as a protected veteran. If, as an individual with a disability, you need reasonable accommodation during the recruitment process, please contact *********************. Kohler Co. is an equal opportunity/affirmative action employer.

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.

Plant HR Manager - Millersburg, OR $96,000 to $137,180 plus bonus We're looking for a people-first HR leader with a strong operations mindset to step into a critical Plant Human Resources Manager role at our client's Millersburg manufacturing facility slated to open in 2026. This is a high-impact opportunity for a dynamic individual who can balance strategic thinking with hands-on HR execution in a fast-paced, team-oriented environment. If you're passionate about creating a safe, compliant, and engaging work environment - and you enjoy solving people puzzles while wearing steel-toed shoes - we want to hear from you. What You'll Do As the Plant HR Manager, you'll serve as the on-site HR lead, supporting both leadership and employees (roughly 100 to 120) in a production environment. Key responsibilities include: Ensuring a safe and secure workplace by leading safety initiatives and compliance programs. Overseeing recruitment, onboarding, employee relations, and labor management (including union interaction if applicable). Championing training, development, and succession planning for plant personnel. Leading performance management, disciplinary processes, and employee engagement efforts. Administering compensation, benefits, and policy interpretation in alignment with corporate standards. Driving compliance with state and federal employment laws, including ADA, EEOC, and OSHA. Supporting or leading collective bargaining, grievance resolution, and positive union relations (if applicable). Being a trusted advisor and cultural ambassador for the plant - with a seat at the table and boots on the ground. What We're Looking For The ideal candidate is an approachable, solutions-oriented HR professional with a firm grasp on compliance, labor relations, and business partnership in a manufacturing setting. Requirements: Bachelor's degree in HR, Business, or related field (or equivalent experience). At least 2+ years of experience in HR roles, preferably within a plant or industrial environment. Experience with employee/labor relations and collective bargaining is a big plus. Strong understanding of HR law, compliance, and safety programs. Proficient with HR systems and comfortable leveraging data for decision-making. A confident communicator who can navigate between the plant floor and the leadership team with ease. Must be able to handle sensitive information with absolute confidentiality. What's in it for You? A high-impact role where your work directly influences plant culture, performance, and employee satisfaction. A chance to grow in a company that values safety, quality, and people. Competitive compensation, benefits, and potential relocation assistance. Work/life balance - with the understanding that sometimes, manufacturing runs on weekends too. A supportive team that's serious about their work, but not afraid to have a little fun along the way.

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.

**_What HR Information Systems contributes to Cardinal Health_** Human Resources designs, implements and delivers human resource programs and policies, including recruitment, talent management, diversity and inclusion, compensation and benefits, among others. This function anticipates and plans for long-term human resource needs in alignment with business strategies. HR Information Systems creates, tests and implements HR service delivery strategies and support HR business processes using HR information systems. This job family selects and manages relationships with HRIS vendors, identifies HRIS needs and capabilities, and tests new features of the system as they are implemented. HR Information Systems also processes employee information, maintains employee records and prepares statistical summaries and reports from the HRIS to support management and other internal stakeholders. **_Responsibilities_** + Monitors HR information needs and designs new or modifies existing functional processes to meet changing requirements. + Researches, analyzes, designs, maintains and communicates functional processes & solutions in support of human resource administration and projects. + Analyzes, develops and documents enterprise HR business processes aligned to HR policies and programs. + Understands and analyzes HR data relationships across all business processes and solutions. + Identifies root cause, evaluates enterprise impacts and develops solutions for data and business process breakdowns. + Owns HR data governance by ensuring overall understanding of related policies and that processes and practices incorporate appropriate data protection activity. **_Qualifications_** + Bachelor's degree in related field, or equivalent work experience, preferred + 4-8 years of experience supporting Workday, preferred + Experience with full life-cycle support of Workday modules including requirements gathering, configuration and testing strongly preferred **_What is expected of you and others at this level_** + Applies comprehensive knowledge and a thorough understanding of concepts, principles, and technical capabilities to perform varied tasks and projects + May contribute to the development of policies and procedures + Works on complex projects of large scope + Develops technical solutions to a wide range of difficult problems + Solutions are innovative and consistent with organization objectives + Completes work; independently receives general guidance on new projects + Work reviewed for purpose of meeting objectives + May act as a mentor to less experienced colleagues **Anticipated salary range:** $80,900-127,050 **Bonus eligible** : No **Benefits:** Cardinal Health offers a wide variety of benefits and programs to support health and well-being. + Medical, dental and vision coverage + Paid time off plan + Health savings account (HSA) + 401k savings plan + Access to wages before pay day with my FlexPay + Flexible spending accounts (FSAs) + Short- and long-term disability coverage + Work-Life resources + Paid parental leave + Healthy lifestyle programs **Application window anticipated to close** : 1/21/2026 *if interested in opportunity, please submit application as soon as possible _The salary range listed is an estimate. Pay at Cardinal Health is determined by multiple factors including, but not limited to, a candidate's geographical location, relevant education, experience and skills and an evaluation of internal pay equity._ _Candidates who are back-to-work, people with disabilities, without a college degree, and Veterans are encouraged to apply._ _Cardinal Health supports an inclusive workplace that values diversity of thought, experience and background. We celebrate the power of our differences to create better solutions for our customers by ensuring employees can be their authentic selves each day. Cardinal Health is an Equal_ _Opportunity/Affirmative_ _Action employer. All qualified applicants will receive consideration for employment without regard to race, religion, color, national origin, ancestry, age, physical or mental disability, sex, sexual orientation, gender identity/expression, pregnancy, veteran status, marital status, creed, status with regard to public assistance, genetic status or any other status protected by federal, state or local law._ _To read and review this privacy notice click_ here (***************************************************************************************************************************

Job Description We are seeking detail-oriented Human Resources Administrator to support day-to-day HR and payroll operations. This role is execution-focused, not strategic leadership. The HR Administrator ensures accurate employee records, supports recruiting and onboarding, assists with benefits administration, and helps keep the organization compliant with applicable federal employment laws. Requirements Administer and maintain employee records within the HRIS system, ensuring accuracy and confidentiality. Support recruitment activities including job postings, interview scheduling, background checks, and onboarding paperwork. Assist with payroll administration by coordinating approvals and supporting managers with portal usage. Support benefits administration by assisting employees with enrollments, changes, and basic questions. Track HR data and generate routine reports to support compliance and internal decision-making. Assist with compliance-related tasks, including maintaining documentation aligned with employment and labor laws. Support employee relations by responding to routine HR inquiries and escalating issues when appropriate. Coordinate HR processes and deadlines to ensure smooth, consistent operations across departments. Previous experience in an HR administrative, coordinator, or support role. Working knowledge of HRIS platforms. Basic understanding of employment labor laws and HR compliance requirements. Strong organizational skills with attention to detail-mistakes here matter. Ability to handle sensitive information with professionalism and discretion. Comfortable working in a fast-paced, in-person environment. This is an on site position with no remote work options available. BenefitsApplications and resumes can be submitted to the following. Kelsey Sayre, Controller ************************* Kahneeta Hot Springs Resort

Are you organized and passionate about people? Pioneer Trust Bank, N.A. is growing and in search of an amazing Human Resources Admin Coordinator to add to our team. Come hone your skills, grow and assist us in providing high level service to our beloved organization in a fun work environment where you will be appreciated, supported, empowered and cared for. This is a 100% in-person position. The HR Admin Coordinator provides crucial support for Pioneer Trust Bank's human resources department, handling tasks such as managing employee records, assisting with the recruitment and onboarding process, scheduling interviews, and answering employee inquiries about policies and benefits. This entry-level role is critical to smooth day-to-day operations of the department and has growth potential. Hours: Mon-Fri 8:00am-5:00pm - In person What You'll Do Administrative Support: Performing general administrative duties, filing documents, organizing meetings, and maintaining various calendars and spreadsheets. Recruitment & Onboarding: Posting job ads, screening résumés, scheduling interviews, conducting reference checks, and processing new hire paperwork. Employee Records: Maintaining accurate and up-to-date employee databases, processing employment changes, and ensuring compliance with record-keeping standards. Communication: Serving as a primary point of contact for employees and applicants, answering general questions, and ensuring effective communication between the HR department and other staff. LOA Coordination: Process and track various types of leave, including FMLA, medical, military, and personal leave. Benefits & Payroll: Assisting with benefits administration, collecting time and attendance records, and supporting the payroll process. Training & Employee Engagement: Coordinating training sessions and onboarding for new hires. Assist with employee engagement activities. Why You'll be Successful You are organized and have the ability to manage multiple tasks, maintain organized records, and ensure accuracy. Have experience in HR or Payroll. Can focus on details while handling sensitive data and documentation. Have excellent written and verbal communication skills to interact effectively with employees and external customers. Enjoy building positive relationships and handling various employee-related situations with professionalism. Possess a thorough understanding of the importance of keeping sensitive HR information private. You are experienced in Microsoft Office (excel a plus). Are willing to learn and grow in the HR arena. Why You'll Love Pioneer Trust Bank We are committed to work life balance and are proud to offer a competitive salary and benefits package that includes: Medical (80% of employee coverage paid by company) Dental (80% of employee coverage paid by company) Vision Insurance (80% of employee coverage paid by company) 401(k) Life and Long-Term Disability Insurance (100% company paid) Generous Profit Sharing Health & Dependent Care Reimbursement Accounts Employee Assistance & Wellness Program (100% company paid) Vacation & Sick Leave Up to 11 Paid Holidays Tuition Reimbursement Banking Privileges Ongoing professional development Pioneer Trust Bank, N.A. is an EEO employer and is dedicated to an organizational culture of inclusivity. For more information about us, please visit *************************

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

Details Information Department Univ Human Resources Central (XHR) Title Executive 3-HR Job Title Chief Human Resources Officer Appointment Type Professional Faculty Benefits Eligible Full-Time, benefits eligible Remote or Hybrid option? Job Summary The Chief Human Resources Officer ( CHRO ) is a strategic, mission-driven, and transformative HR executive responsible for leading OSU's comprehensive human resources enterprise. The CHRO sets the vision for a modern, data-informed, and people-centered HR function that delivers excellence in service, builds organizational capacity, and strengthens the employee experience across all OSU campuses and statewide locations. The CHRO is the principal architect of OSU's people strategy, ensuring that HR services and programs are delivered with integrity, equity, transparency, and accountability. This leader upholds HR practices that reflect OSU's values, its land grant mission, and its commitment to inclusive excellence. As head of the Office of University Human Resources (************************************ ( UHR ), the CHRO sets and executes the strategic direction for a comprehensive human resources enterprise that supports OSU's mission as a premier land grant and R1 research institution. With more than 100 professionals responsible for delivering the full spectrum of HR services to a workforce of over 17,000 employees, UHR encompasses benefits and wellness, academic human resources, classification and compensation, employee and labor relations, HR strategic partners, learning and development, HR compliance, recruitment and talent acquisition, and student employment. The CHRO is also responsible for ensuring collaborative and transparent interactions with OSU'sfour employee unions (***************************************************************************** , which represent approximately 3,500 employees. The CHRO exercises significant autonomy in establishing direction, setting priorities, and allocating resources across a decentralized institution. The position carries university-wide responsibility for shaping and implementing HR strategy, policy, and practice. The CHRO's decisions have a substantial impact on institutional operations, legal and regulatory compliance, labor relations, and the overall employee experience. The CHRO partners closely with academic leaders, including the Senior Vice Provost for Academic Affairs, deans, and academic leaders on faculty and academic human resources matters and works with department heads to enable effective workforce operations. Key partners also include the Office of General Counsel, the Office of Equal Opportunity and Access, Government Relations, and shared governance bodies. The CHRO also represents OSU in state, regional, and national HR networks and plays a leadership role in assessing, anticipating and responding to evolving HR legislation and workforce trends. This role demands a strategic and collaborative HR leader with deep expertise in large, complex institutions - ideally public research universities - who brings the ability to manage the unique requirements of academic human resources, promotion and tenure, workforce planning in research-intensive environments, and the integration of HR strategy with academic priorities. The expected hiring range for this position is $280,000-$325,000. This range takes into account the wide range of factors that are considered in making compensation decisions, including but not limited to experience, skills, knowledge, abilities, education, licensure, certifications, and other business and organizational needs. Salary offers are determined based on final candidate qualifications and experience. Why OSU? Founded in 1868, Oregon State University is the state's largest public research university and one of only three land, sea, space, and sun grant institutions in the United States. With campuses in Corvallis and Bend, a robust online presence through Ecampus (********************************* , and Extension (*********************************** services in every Oregon county, OSU serves more than 35,000 students from across the globe. The university is recognized for its world-class research, teaching, and outreach, and is committed to advancing equity, sustainability and economic prosperity throughout Oregon and beyond. OSU's strategic plan,Prosperity Widely Shared (************************************************** , reflects its commitment to inclusive excellence, student success, faculty distinction and research growth. The university is a top-tier R1 institution, with more than $400 million in annual research expenditures and a strong reputation in fields such as forestry, marine sciences, engineering, public health and agricultural sciences. The university is entering a transformative period marked by two major institutional initiatives: The Huang Collaborative Innovation Complex ( HCIC ) (************************************** : Opening in 2026, the state-of-the-art interdisciplinary research center will house one of the nation's most advanced supercomputers and service as a hub for innovation in AI, robotics, clean energy, materials science and semiconductor research. The Administrative Modernization Program ( AMP ) (***************************** : A comprehensive multi-year transformation of HR, finance, procurement and grants administration that includes OSU's implementation of Workday in July 2026. AMP will modernize workforce systems, streamline administrative processes, elevate service delivery across the university and fundamentally redesign the way administration is implemented and experienced at the university. Together, these initiatives position OSU for significant growth in research, talent development and organizational excellence, offering the next CHRO an unparalleled opportunity to shape the university's workforce strategy during a defining moment in its evolution. Corvallis Oregon Nestled in the heart of the Willamette Valley (********************************** ,Corvallis (********************************* is a vibrant college town known for its natural beauty, innovation and quality of life. Home to OSU's main campus, Corvallis is consistently ranked among the best college towns in America and offers a welcoming environment grounded in curiosity, sustainability and community engagement. Corvallis is surrounded by forests, rivers and farmland, offering abundant outdoor recreation, hiking, cycling, kayaking and access to world-class natural landscapes. Its thriving arts and cultural scene, local food movement and deep connection to OSU create a dynamic and creative community. The city's commitment to sustainability is reflected in its walkability, bike-friendly infrastructure and innovative environmental policies. Located just 90 minutes from Portland and the Oregon Coast, Corvallis offers easy access to metropolitan amenities, international travel hubs and stunning Pacific Northwest landscapes. To learn more about Corvallis, please visit******************************* Total Rewards Package: Oregon State University offers acomprehensive benefits package (********************************************************* with benefits-eligible positions that is designed to meet the needs of employees and their families, including: -Medical, Dental, Vision and Basic Life. OSU pays 95% of premiums for you and your eligible dependents. -Free confidential mental health and emotional support services, and counseling resources. -Retirement savings paid by the university. -A generous paid leave package, including holidays, vacation and sick leave. -Tuition reduction benefits for you or your qualifying dependents at OSU or the additional six Oregon Public Universities. -Robust Work Life programs including Dual Career assistance resources, flexible work arrangements, a Family Resource Center, Affinity Groups and an Employee Assistance Program. -Optional lifestyle benefits such as pet, accident, and critical illness insurance, giving you peace of mind and the support you need to thrive in all aspects of your life. Oregon State University is deeply committed to the principles of a Health Promoting University. This commitment drives a collaborative approach across OSU's safety and well-being programs, reducing silos and coordinating efforts to enhance employee safety and well-being. By prioritizing resources that support the health of both employees and students, OSU fosters a culture of care and a healthier campus environment where everyone can thrive. Future and current OSU employees can use the Benefits Calculator (********************************************************************** to learn more about the full value of the benefits provided at OSU . Key Responsibilities Strategic Leadership - 55% Lead the design and execution of HR strategies that attract, retain, and develop a diverse, high-performing workforce aligned with the university's strategic plan. Serve as a trusted advisor and colleague to the President's Executive Cabinet, Provost's Council, deans, and senior leaders on workforce strategy, organizational development, and talent management. Partner closely with academic leadership to align HR policies and practices with academic and faculty affairs and academic priorities. Promotion and tenure, faculty development, and enabling the research enterprise are critical functions of the university and HR must be aligned with them. Supervise and empower director-level leaders in University Human Resources ( UHR ) by fostering trust and collaboration. Cultivate an environment where individuals are encouraged to lead with empathy, integrity, and purpose. Provide guidance and mentorship that aligns with organizational values and promotes leadership capacity. Guide the university's approach to collective bargaining and labor relations, fostering collaborative relationships with employee groups and unions, through a lens of sustainability and alignment with the university's strategic plan and values. Operational Oversight - 30% Direct and integrate HR service areas: benefits and wellness, academic HR, classification and compensation, employee and labor relations, HR strategic partners, learning and development, HR compliance, recruitment, and student employment. Oversee the development, implementation, and continuous improvement of HR systems, policies, and programs to ensure compliance, effectiveness, and efficiency. Oversee budgeting and resource management for the HR function. Culture, Equity, and Engagement - 15% Champion inclusive excellence in all aspects of HR operations and workforce practices. Foster a culture of engagement, well-being, recognition, and accountability for employees at all levels. Support organizational learning, leadership development, and workforce resilience to position OSU for long-term success. What You Will Need The new CHRO will become a member of a collaborative, supportive and highly engaged leadership team. University leadership anticipates and appreciates that each candidate will possess strengths in different measures. Nonetheless, the successful candidate will bring a majority of the following qualities to the role: + Bachelor's degree in human resources, business administration, higher education or a related field, such as labor relations, industrial psychology, leadership or organizational development. Other relevant skills, experience and competencies that provide the candidate with the skills and ability to perform the role may be considered as a substitution for the degree requirement. + At least 10 years of progressively responsible human resources leadership experience, or other relevant skills, experiences and competencies that provide the candidate with the skills and ability to perform the role + Demonstrated expertise in human resources leadership within large, complex organizations + Strong knowledge of employment law, employee and labor relations and HR compliance + Proven ability to lead organizational change, foster inclusive workplace culture and advance inclusive excellence while providing exceptional communication, negotiation and relationship-building across diverse stakeholders and governance groups + Strategic thinker with the ability to align HR initiatives with institutional goals while ensuring effective operational execution + Ability to operate effectively in a decentralized and collaborative academic environment + Experience managing HRIS systems + Data-informed decision-making skills, with experience applying workforce data analytics and HR technology to improve outcomes, workforce planning and decision-making + Experience with compensation frameworks and establishing guidelines to support compensation and classifications + Awareness of emerging trends in talent management, workforce development and management, and organizational effectiveness + Ability to exercise sound judgment, discretion, and diplomacy in complex or sensitive situations This position is designated as a critical or security-sensitive position; therefore, the incumbent must successfully complete a criminal history check and be determined to be position qualified as per University Standard: 05-010 et seq. Incumbents are required to self-report convictions and those in youth programs may have additional criminal history checks every 24 months. What We Would Like You to Have + Master's degree in human resources, public administration, higher education or a related field + Higher education experience at an R1 institution, ideally public + Demonstrated success in providing strategic oversight for public sector negotiations and fostering productive labor management partnerships + Demonstrated experience with and understanding of academic human resources policies, including faculty employment, promotion and tenure processes and shared governance structures + Experience with HR technology system implementation and/or stabilization (such as Workday, PeopleSoft) + Familiarity with Oregon employment and labor laws, including Paid Leave Oregon and Oregon Equal Pay Act + Senior HR certification (e.g., SHRM - SCP , SPHR Working Conditions / Work Schedule Primarily office-based at OSU Corvallis Campus. Work schedule may include non-standard hours and periodic travel, including regular travel to OSU locations statewide. Pay Method Salary Pay Period 1st through the last day of the month Pay Date Last working day of the month Recommended Full-Time Salary Range $280,000-$325,000 Link to Position Description ************************************************************ Posting Detail Information Posting Number P09600UF Number of Vacancies 1 Anticipated Appointment Begin Date 04/01/2026 Anticipated Appointment End Date Posting Date 12/10/2025 Full Consideration Date Closing Date 02/13/2026 Indicate how you intend to recruit for this search Competitive / External - open to ALL qualified applicants Special Instructions to Applicants Oregon State University has retained Opus Partners (************************** to support this recruitment.Confidential inquiries, applications, and nominations should be submitted by email to Thomas **********************************. To be considered by OSU's search committee, candidates must provide a resume and a letter of introduction that addresses the specific responsibilities, expectations, and qualifications described above. Please consult Opus Partners for more information about the application process. NO APPLICATIONS ARE BEING ACCEPTED THROUGH THIS ANNOUNCEMENT For more information on OSU's benefits, please visit************************************ We are an Equal Opportunity Employer, including disability, protected veteran, and other protected status. OSU will conduct a review of the National Sex Offender Public website prior to hire. OSU is a fair chance employer committed to inclusive hiring. We encourage applications from candidates who bring a wide range of lived experience including involvement with the justice system. This job has "critical or security-sensitive" responsibilities. If you are selected as a finalist, your initial job offer will be contingent upon the results of a job-related pre-employment check (such as a background check, motor vehicle history check, sexual misconduct reference check, etc.). Background check results do not automatically disqualify a candidate. Take a look at our Background Checks (***************************************************** website including thefor candidates (********************************************** section for more details. If you have questions or concerns about the pre-employment check, please contact OSU's Employee and Labor Relations team ************************************. Supplemental Questions Read More at: ******************************************** OSU commits to inclusive excellence by advancing equity and diversity in all that we do. We are an Affirmative Action/Equal Opportunity employer, and particularly encourage applications from members of historically underrepresented racial/ethnic groups, women, individuals with disabilities, veterans, LGBTQ community members, and others who demonstrate the ability to help us achieve our vision of a diverse and inclusive community.

Date application must be received for priority consideration by: December 15, 2025 Closing Date or if blank, Open Until Filled: Job Family Group: Support Staff Support Staff Classification Title: Library Technician 3 Division/Department: Academic Affairs/University Library and Undergraduate Studies Compensation Range (commensurate with experience): Salary Range 19, Step 1-3 or $20.98 - $22.83 per hour, or $3,636 - $3,958 per month @ 1.0 FTE FLSA Status: Non-Exempt Appointment Basis: 12-month Time Type: Full-time Benefits Eligible: Yes Renewable/Non-renewable/Grants/Limited Duration/Temporary: Renewable This position must possess and maintain a current, valid Driver License: No This position is designated as a critical, security-sensitive or safety-sensitive position; therefore, the incumbent must successfully complete a Criminal Background Check: Yes Lead Work/Supervisory Responsibilities: No Work Location Type: On-campus Work Hours: M-F (9:00a - 5:30p) Hours are subject to change with notice. Worker Status: Must be able to legally work in the United States without visa sponsorship SPECIAL INSTRUCTIONS TO APPLICANT: Each applicant is required to provide (as attachments to the online application) the following supplemental documents: (1) a letter providing some detail of the applicant's qualifications and interest in the position; and (2) current resume/CV. - PLEASE NOTE - during the application process, you will be prompted to attach these documents in the area titled "Resume." Please either combine ALL documents into ONE attachment, OR upload each item separately in this section. Failure to upload ALL of the required documents may disqualify application from consideration. For inquiries and additional information, please contact Human Resource Services via email at *********** or by phone at *************. To view SOU's very generous benefits and pension programs available to eligible positions, please visit *************************************************************************************************************** Our benefits package is an important complement to the offered salary and our Total Compensation Calculator, ****************************************** demonstrates our value and commitment to our employees. POSITION DESCRIPTION: Reporting to the Access Services and Assessment Librarian, the Resource Sharing & Fulfillment Systems Lead manages Resource Sharing and Fulfillment Systems workflows, some system configuration to share resources regionally and globally, for increased access to knowledge and information. The RSF Systems Lead monitors and implements software system configurations, upgrades, and new releases of ExLibris, and other relevant software in cooperation with the Access Services Librarian and other library staff and faculty as appropriate. The RS&F Lead performs work with both a high degree of independence and in collaboration with other library faculty and staff, using a high degree of specialized technical knowledge, complex problem-solving skills, advanced communication and public service skills, and comprehensive library policy and operations expertise. The Resource Sharing and Fulfillment Systems Lead position is one of three full-time classified staff in the Access Services work area that report directly to the Access Services Librarian. The RS&F Lead provides backup to other Access Services staff in tasks such as opening and closing the library, staffing the circulation desk, and processing course reserves. Minimum Requirements Bachelors degree plus two years of current (within 5 years) experience in a Library; OR, 4 years of current library experience; AND, advanced proficiency in multiple library specific computer applications, e.g., integrated library systems, database applications, institutional repository; content management systems. Some positions may also require in-depth knowledge of specialty area(s), e.g., original cataloging, complex copy cataloging, serials management, ILL management, government documents, image resources, music. Preferred Requirements Experience working with Resource Sharing software and hardware, including Interlibrary Loan Management Systems, scanners and scanning software interfaces, and courier shipping interfaces. Experience working in an academic library, especially in Resource Sharing and/or Public Service positions. Experience creating on-the-fly bibliographic records and creating updating, and troubleshooting common issues with item records in an Integrated Library System, preferably Ex Libris Alma. Awareness of best practices, codes of conduct, emerging trends, copyright workflows, privacy obligations, and other policy issues related to interlibrary loan and resource sharing. Demonstrated ability to think analytically and to explain technical concepts and functions to non-technical staff, student workers, and library users in a friendly and inclusive way. Strong oral and written communication and organization skills, with an eye towards innovation and collaboration in response to emerging technologies and user needs. Demonstrated commitment to equity, diversity, and inclusion. Essential Functions Duties - The following examples are typical work activities that are meant to illustrate the general range of work functions and are not meant to be all-inclusive or restrictive: (50%) Resource Sharing & Document Delivery Coordination: Manage Resource Sharing & Fulfilment processes for SOU students, faculty, and staff, and courtesy patrons from other programs and organizations with reciprocal borrowing/lending privileges, such as Orbis Cascade Alliance, Southern Oregon Higher Education Consortium, Oregon Shakespeare Festival, etc. Serve as primary email contact for *********** departmental email Create and maintain documentation on Resource Sharing and Fulfillment workflows for Access Services staff and student workers. Oversee electronic delivery, physical processing, and shipping of print and media resource sharing items. Apply knowledge of copyright laws and guidelines in relation to Resource Sharing and Fulfillment. Serve as SOU Resource Sharing and Fulfillment Representative & Summit Contact for the Orbis Cascade Alliance. Serve as primary contact and liaison for the Orbis Cascade Alliance and Jackson County Library courier services. Research and recommend resource sharing best practices by engaging in professional literature, webinars, conferences, meetings, and committees. Collaborate with Access Services and other Access Services staff, and other libraries to conduct the Orbis Cascade Alliance Annual Account Reconciliation (AAR) process for lost and damaged Summit materials. Communicate with other Access Services staff and other libraries regarding replacement charges for lost and damaged interlibrary loan and Summit materials. Communicate with Access Services staff and faculty to verify and troubleshoot patron eligibility for interlibrary loan borrowing privileges. Compile, analyze, and report resource sharing statistics, quarterly. (20%) Library Systems Support: Provide technical and analytical expertise to make necessary changes to the automated Integrated Library System (Ex Libris Alma) to support ILL, Summit, and course reserves workflows. Manage and update library hours, loan rules, fulfillment units, item policies, terms of use, letters, and other aspects of Alma Fulfillment Configuration in cooperation with the Access Services Librarian. Create and monitor Salesforce cases with Ex Libris concerning questions and problems that arise with Alma Configuration. Monitor the transfer of SOU student, faculty, and staff records from the University into the ILS and collaborate with Access Services staff to troubleshoot patron upload issues. Collaborate with Web and Discovery Librarian to support patron-facing discovery service of the automated Integrated Library System (Ex Libris Primo) Create and share Analytics reports, widgets and dashboards. Monitor Ex Libris and Orbis Cascade Alliance communication regarding new releases, upgrades, and enhancements & keep Hannon Library staff and student workers informed of important changes in Alma production. Customize inter-library routing rules, queues, and other patron facing content as needed in communication with other Access Services staff. (20%) Access Services Support: Create, delete, and troubleshoot Courses, Reading Lists, and brief item records in Alma to ensure accurate inventory of items in Course Reserves collection. Serve Card Custodian &/or Authorized User for TextShare P-Card to support on-demand purchasing of Course Reserves textbooks. Support Access Services staff and faculty in the management and development of the Course Reserves Collection. Receive and assist with the resolution of patron inquiries, complaints, and feedback when other staff is unavailable. Provide backup coverage for opening, closing, and extended hours shifts. Interpret and explain department, library, and campus procedures and service policies. Create and update patron records if other staff is unavailable. Support Circulation Desk Specialist in updating staff and student procedures training and procedures documentation relevant to the circulation desk. Contribute to a safe, welcoming, and productive environment for library users and employees. (10%) Service and Collaboration: Engage in collaboration on special projects with other work areas in the library. Participate in library, campus or consortial committees, teams and working groups. Engage in strategic planning initiatives & goals, in accordance with the University's Mission, Vision and Values. Skills, Knowledge, and Abilities Excellent communication skills; demonstrated ability to effectively communicate information in a clear and understandable manner, both verbally and in writing. Demonstrated customer service experience requiring a very high level of diplomacy and professionalism to effectively handle a broad range of sensitive interpersonal situations. Demonstrated ability to interpret and consistently apply a wide variety of complex policies and procedures where specific guidelines may not always exist. Expressed ability to work with frequent changes in policies and procedures, under pressure of deadlines in a fast-paced environment. Strong analytical and research skills; demonstrated ability to gather, evaluate, and to develop well-reasoned conclusions and recommendations. Demonstrated ability to proactively assess work operations and anticipate potential problems; ability to develop and implement strategies for preventing/resolving problems. Great ability to effectively perform work of a highly sensitive and confidential nature that requires access to information. Must be able to exercise sound judgment and discretion, tact, and diplomacy. Takes initiative in independently planning, organizing, and performing work assignments within broadly defined parameters Demonstrated ability to work with a high level of productivity and accuracy/attention to detail. Excellent organizational and time management skills with the demonstrated ability to set own priorities to coordinate multiple assignments with fluctuating and time-sensitive deadlines. Expressed skill to independently analyze software functionality through technical documents, and design and document efficient/effective work processes; ability to independently analyze software problems, test probable causes, and recommend sound solutions. Excellent computer skills and proficiency with a variety of computer applications including word processing, spreadsheets, databases, online systems, social media platforms, Internet as well as online calendaring and email. Demonstrated ability to initiate, establish, and foster communication and teamwork by maintaining a positive, cooperative, productive work atmosphere in and outside the University with the ability to establish and maintain effective working relationships within a diverse population and with those from various cultural backgrounds. Willingness to and work effectively in a heavily bureaucratic environment which requires regular interaction with a number of levels within the organization and multiple outside agencies. Working knowledge or ability to quickly learn, university infrastructure, policies, and procedures. Demonstrated ability to provide training and direction to student assistants. Demonstrated skills in an institutional/educational environment utilizing a customer-oriented and service-centered attitude. Knowledge of library functions and organization. Knowledge of the Library of Congress classification system. Demonstrated computer literacy, file management skills, word processing and spreadsheet experience; database skills, web navigation skills, and email management skills. Demonstrated proficiency with general office equipment including scanners, copiers, multi-line telephones, and cash registers. Self-starter with demonstrated ability to learn quickly, and constructively engage in a fast-paced, rapidly-changing environment. Physical Demand Normal office activities, such as sitting at a computer, answering a phone, move/transport up to 25 lbs, and interacting with students, faculty, and the public. Regular movement throughout a three-story building. Special Conditions Must be willing to travel and attend training programs off-site for occasional professional development. Must be able to work additional hours and adjust working hours to meet special jobs. May be called back periodically to perform work as needed on an emergency basis. Must be able to successfully pass a pre-employment background check. This position classification has been defined as non-exempt and is subject to the overtime provisions of the Fair Labor Standards Act (FLSA). The person holding this position is considered a mandatory reporter under the Oregon Revised Statutes and is required to comply with the requirements set forth by the Oregon Department of Human Services. _________________________ SOU is an equal access AA/EOE committed to achieving a diverse and inclusive workforce In compliance with the Americans with Disabilities Act (ADA), Southern Oregon University will provide, if requested, reasonable accommodation to applicants in need of accommodation in order to provide access to the application, interviewing, and selection process. You are not required to note the presence of a disability on this application. If, however, you require a reasonable accommodation in the application and/or interview process due to disability, requests must be made in a timely manner to Human Resources. Diversity Statement: Southern Oregon University is a welcoming community committed to inclusive excellence and the celebration of diversity. Without diversity, our educational process is diminished. Working together in support of our commitment to diversity, we strengthen and enrich our role as learners, educators, and members of a tightly connected global community. We encourage those who share in our commitment to diversity, to join our community and we expect all our employees to demonstrate an ability and desire to create an inclusive campus community. SOU Land Acknowledgement We want to take this moment to acknowledge that Southern Oregon University is located within the ancestral homelands of the Shasta, Takelma, and Latgawa peoples who lived here since time immemorial. These Tribes were displaced during rapid Euro-American colonization, the Gold Rush, and armed conflict between 1851 and 1856. In the 1850s, the discovery of gold and settlement brought thousands of Euro-Americans to their lands, leading to warfare, epidemics, starvation, and villages being burned. In 1853 the first of several treaties were signed, confederating these Tribes and others together - who would then be referred to as the Rogue River Tribe. These treaties ceded most of their homelands to the United States, and in return, they were guaranteed a permanent homeland reserved for them. At the end of the Rogue River Wars in 1856, these Tribes and many other Tribes from western Oregon were removed to the Siletz Reservation and the Grand Ronde Reservation. Today, the Confederated Tribes of Grand Ronde Community of Oregon (******************* and the Confederated Tribes of Siletz Indians (**************** are living descendants of the Takelma, Shasta, and Latgawa peoples of this area. We encourage YOU to learn about the land you reside on and to join us in advocating for the inherent sovereignty of Indigenous people. Notice to Prospective Employees Section 485 of the Higher Education Act, and The Federal Crime Awareness and Campus Security Act of 1990 (now referred to as the “Clery Act”), require that prospective employees be notified of the availability of SOU's Annual Security and Fire Safety Report. The report provides the annual statistics and campus policies for the reporting of and responding to campus crimes and fires; access to campus facilities; conduct code and campus policies on the use, possession, and sale of drugs/alcohol; and educational/information programs to inform the campus community about campus security procedures and crime prevention. An electronic copy of the Annual Security Report (ASR) can be accessed at the following link: ****************************************************** A physical copy of the ASR is available at no charge upon request. To request a copy, please visit the Office of the General Counsel located in Churchill Hall, 1250 Siskiyou Boulevard, Ashland, Oregon 97520. For more information, call ************, or email ************************.

Job Description Primary Location Seaside High School Salary Range $2,576.00 - $2,792.00 / Annual Shift Type Full Time