Director of human resources jobs in Nampa, ID - 226 jobs

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

Purpose Responsible for the oversight and execution of company and plant human resource related functions. Supports plant leadership and team members by effectively leading the Human Resource function. Key Responsibilities Oversee and execute hiring process to meet facility staffing needs Continuous improvement of the selection process to identify the appropriate talent and level of talent to advance our desired culture Directs and reviews the on-boarding process Implements company and plant related policies Presents human resource related training Supports efforts to achieve facility's performance KPI's Lead all HR initiatives and goals Perform the role of employee advocate and create culture of positive employee relations Interpretation, education and enforcement of appropriate policy, labor agreement (unionized facilities), labor strategy and work rules Coach and mentor management members on team member issues Participates in and resolves internal investigations Grievance process adjudication as appropriate Oversee and administer leave of absence process Administers drug testing policy and procedures Responsible for the plant job posting/bid system Collaborate with Springfield office and other facilities as required Champion of company core values May supervise subordinate staff Required Qualifications Eight (8) years related work experience; or any equivalent combination of experience and training that demonstrates the ability to perform the key responsibilities of this position Maintain the highest ethical standards in dealing with confidential information Maintain composure in high-pressure situations Excellent listening, written and oral communication skills Ability to work in and maintain a highly functional team environment Proficiency in Word and Excel Proven leader and results driven Excellent interpersonal skills Preferred Qualifications Bachelors degree and eight (8)+ years of related HR experience PHR/SPHR, SHRM-CP/SCP certifications Experience in Union environment

Location: Small, rural town approximately 20 minutes outside Roseburg, OR and about 75 miles from the Medford area Our client, a well-established and rapidly growing manufacturer, is seeking an experienced Plant Human Resources Manager to join their onsite leadership team. This is an excellent opportunity for an HR professional who thrives in a hands-on manufacturing environment and wants to play a key role in shaping culture, driving compliance, and supporting plant operations. Position Overview The Plant HR Manager will serve as the primary HR leader for the facility, partnering closely with the Plant Manager and leadership team. This role is responsible for overseeing all human resources functions, including employee relations, recruitment, compliance, and day-to-day HR operations. The ideal candidate is proactive, solution-driven, and comfortable working in a fast-paced manufacturing setting. What will I be doing? Provide onsite HR leadership aligned with plant and organizational objectives Advise employees and management on HR policies, procedures, and best practices Administer Leave of Absence programs, including FMLA, ADAAA, disability, and personal leaves Oversee HR administration: employee records, hiring, transfers, performance management, attendance, and terminations Conduct employee relations investigations and recommend appropriate resolutions Support and guide management through conflict resolution and disciplinary actions Lead recruitment, onboarding, training, and retention initiatives Ensure compliance with federal, state, and local employment laws (FMLA, ADA, EEO, Affirmative Action, etc.) Promote a positive, productive, and compliant workplace culture Maintain a visible presence on the plant floor and engage with daily operations What do I need to apply? Excellent verbal and written communication skills Strong interpersonal, negotiation, and conflict-resolution abilities Sound judgment with the ability to make timely, effective decisions Strong organizational skills and the ability to manage competing priorities Ability to perform effectively in a fast-paced, hands-on environment Required Experience Bachelor's degree in Human Resources, Business, or a related field (preferred) Minimum of 7+ years of progressive HR experience in a manufacturing environment Union experience strongly preferred Proven experience with employee relations, investigations, and compliance Proficiency in Microsoft Office (Word, Excel, PowerPoint) and HRIS systems SHRM or HRCI certification a plus Demonstrate solid job stability and growth Experience working within wood products manufacturing is a HUGE plus Why Join? Competitive salary and comprehensive benefits package Relocation assistance available Opportunity to live and work in scenic Oregon, ideal for outdoor enthusiasts (fishing, hunting, hiking) Small-town atmosphere with a strong sense of community and work-life balance Long-term growth potential with a stable, expanding organization If you're passionate about making an impact and driving positive change within a growing manufacturing organization, we'd love to hear from you. Only qualified candidates will be contacted.

Human Resource Coordinator HUMAN RESOURCE COORDINATOR We're A Team That Guides Each Other! Dillabaugh's Flooring America in Boise, ID is searching for a Payroll & Human Resource Coordinator to join their growing team. If you can complete tasks with the highest operational efficiency, be a team player, and have a passion to interact with people, then this is the career opportunity you have been waiting for! Dillabaugh's has been delivering peace of mind and confidence to homeowners and contractors since 1982. They desire to be everyone's trusted flooring, cabinetry, and granite advisors just like they've been for countless families in the Treasure Valley for over 40 years. Their goal is simple: to deliver an experience that instills confidence, creativity, and peace of mind surrounding everyone's investment. To learn more about Dillabaugh's Flooring America check out: ********************************** What We Offer: Hourly Range: $26 - $29 (based on experience) Full Time: 40 hrs./5-day work week (Monday - Friday: 8 am to 5 pm) 30 to 60 day paid training Medical, Dental, & Vision Insurance Life Insurance Retirement Plan w/up to 3% company contribution Paid Vacation, Sick Leave & Time Off Employee discounts on products & services Potential for growth within organization Responsibilities: This role will report to the Accounting Division Controller Accurately process weekly and bi-weekly payroll using Paycom Maintain accurate & confidential employee records, managing sensitive matters such as promotions, role changes & terminations Respond promptly to employee payroll & compensation inquiries Administer employee benefits including health, dental, vision & 401(k) plans, handling enrollments, termination & changes Monitor payroll tax compliance across multiple states (ID/OR) Facilitate smooth new hire onboarding, including system setup, orientation & documentation Partner with managers & team leads to support employee needs Resolve basic HR questions & reinforce policies & procedures Assist with HR compliance & reporting, including ACA, OSHA, EEO & policy audits Oversee workers' compensation documentation & claim coordination Contribute to continuous improvement of HR & payroll systems Desired Skills & Qualifications: Minimum of 3-5 years proven work experience in HR Generalist, Payroll Specialist, HR Manager, Talent Acquisition Specialist, Employee Relations, or similar role. Valid driver's license & reliable form of transportation (REQUIRED) Will need to pass a drug test (REQUIRED) Strong working knowledge of Microsoft Office, HRIS & PPS Knowledge of general human resources & payroll procedures/policies Excellent verbal & written communication skills Strong collaboration skills & ability to delegate effectively Organizational skills & the flexibility to jump from priority to priority Advanced time management, interpersonal skills & detailed oriented Strong mathematical & analytical skills Exceptional critical thinking & problem-solving abilities Strong personal & professional ethics A positive attitude & desire to exceed expectations Knowledge of Paycom a plus (Willing to train) How to Apply: Use the response option in this job board Attach an up-to-date resume outlining your experience for the position A cover letter is always appreciated * Qualified candidates will be contacted by email to complete the first stage of the interview process* Dillabaugh's Flooring America is an Equal Opportunity Employer

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

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

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

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

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

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

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

Pennant Services is looking for an innovative and solution-minded HR professional to support and accelerate the results of the Service Center in Eagle, ID. Pennant Services provides specialized services to home health and hospice agencies and assisted living communities across the nation. The HR Business Partner will be responsible for providing oversight, support, mentorship and guidance to Pennant leaders who are managing all operations for the Service Center. The HR Business Partner will be expected to understand and implement essential Pennant's HR systems, platforms, benefits, talent acquisition relationships, and policies within the framework of Pennant's unique operating model. This individual will deliver HR best practices, consultation, and guidance and will assist local agency HR professionals to do the same. The HR Business Partner will bring appropriate resolution to related HR compliance matters in partnership with involved stakeholders at the Service Center and provide support to all Service Center employees to drive HR initiatives, training, incentive programs, leadership development and coaching related to best employment practices and risk management. The HR Business Partner will be a key member of the Pennant service center teams in Idaho, Utah, Tennessee, and Connecticut and will drive cultural excellence around our core values. DUTIES & RESPONSIBILITIES * Passionately embrace and practice our core values and guide and train the organization in the management of employee relations within those core values. * A strategic partner, understand the core business and unique needs of our Service Center Leaders. * Assist in the development of and participate in the growth and education of leadership in the management of Human Capital within our core values and regulatory requirements of our business with a focus on mitigating organizational risk and creating a work environment of mutual trust and respect based on CAPLICO. * Understand the entire talent system and each stage of the employee lifecycle; apply that understanding to develop and support integrated talent solutions around recruiting, retention, and onboarding. * Act as the liaison to engage subject matter experts on a broad range of HR issues including applicable systems, policies, processes and workflows, employee relations, work force development, and employee engagement. * Evaluate and anticipate needs, trends, and metrics in partnership with local leadership and the expanded HR Resource team. * Serve as project support by assisting with maintaining a number of ongoing programs and projects with various differing work streams and deadlines; appropriate prioritization and timeliness of work is key. * Provide guidance and input on department restructures, workforce planning, and training needs. * Develop and support a strategic plan around improving retention, building morale, and increasing productivity across the Service Center in partnership with local leaders, including other HR professionals. * Develop relationships of trust and maintain regular dialogue with current HR, Pennant leaders and stakeholders to partner and recommend appropriate new processes, policies, and procedures and effect continual improvements in in employee satisfaction, employee retention, quality of client care, and work safety at the Service Center. * Demonstrate a solid understanding of federal employment laws in multiple states. * Support and strategize a strategic plan around recruiting, retention, and onboarding. * Supports Service Center operational leaders in the overall leadership of the HR function as a key member of the service center resource team. The above statements are only meant to be a representative summary of the major duties and responsibilities performed by incumbents of this job. The incumbents may be requested to perform job-related tasks other than those stated in this description. JOB REQUIREMENTS (Education, Experience, Knowledge, Skills & Abilities) * Bachelor's degree required, preferably in Human Resources, Organizational Psychology, Business, or another related field. * SHRM certification preferred. * A minimum of 7 years HR experience, with 3+ years of management responsibilities. * Willing to Travel as needed, up to 35%. * This position will be in-office at a service center location with some in-state travel to other Service Centers. (Eagle, ID, Salt Lake City, UT, Nashville, TN, and Farmington, CT). * Continuous improvement focus, collaborative mindset, strong interpersonal skills. * Detail focused and ability to set appropriate priorities amongst multiple demands. * Experience conducting and documenting internal workplace investigations. * Extensive knowledge of state and federal employment compliance regulations to include Wage & Hour, FMLA, ADA, Workers Comp etc. - multistate experience strongly preferred. * Experience with multi-state employment issues and wage and hour laws is mandatory. * Significant experience in employee relations, recruiting, diversity initiatives, and employee life cycle. * A highly organized and detail-oriented professional. * A positive, flexible, and caring personality who displays good judgment, inspires confidence and handles confidential matters with discretion. * Excellent listening skills and demonstrates professional empathy. * Ability to provide direct, transparent feedback and develop relations of accountability. * Strongly Preferred: Experience in Healthcare setting and/or industry. * Preferred: Experience supporting start ups and/or new business line development. * Preferred: Familiarity with benefits and communicating benefit options with employees. * Preferred: Experience with PeopleSoft or other HRIS systems. Why Join Us At Pennant Services, we don't just manage-we lead like owners. Our unique culture is built around empowerment, accountability, and growth. We invest in people who are ready to build and own their impact. Location: Eagle, ID Type: Full-Time What sets us apart: * Empowered, autonomous leadership supported by centralized resources * A work-life balance that supports personal well-being * Full benefits package: medical, dental, vision, 401(k) with match * Generous PTO, holidays, and professional development A culture built around our core values-CAPLICO: Customer Second Accountability Passion for Learning Love One Another Intelligent Risk Taking Celebrate Ownership About Pennant Pennant Services supports over 180 home health, hospice, senior living, and home care agencies across 14 states. Our Service Center model allows local leaders to lead, while we provide the centralized clinical, HR, IT, legal, and compliance support they need to succeed. Learn more at: ******************** Pennant Service Center 1675 E. Riverside Drive, Suite 150 Eagle, ID 83616 #Onsite The employer for this position is stated in the job posting. The Pennant Group, Inc. is a holding company of independent operating subsidiaries that provide healthcare services through home health and hospice agencies and senior living communities located throughout the US. Each of these businesses is operated by a separate, independent operating subsidiary that has its own management, employees and assets. More information about The Pennant Group, Inc. is available at http://********************.

Agility Robotics is a pioneer. Our robot, Digit, is the first to be sold into workplaces across the globe. Our team is differentiated by its expertise in imagining, engineering, and delivering robots with advanced mobility, dexterity, intelligence, and efficiency -- robots specifically designed to work alongside people, in spaces built for people. Every day, we break through engineering challenges and invent new solutions and capabilities that will one day make robots commonplace and approachable. This work is our passion and our responsibility: our mission is to make businesses more productive and people's lives more fulfilling. About the Role The Director of Talent Acquisition serves as a strategic and hands-on leader responsible for designing, implementing, and managing Agility Robotic's recruitment strategy. This role is responsible for building a best in class, high-performing recruiting team to attract, acquire, and onboard the best talent at Agility and is a strategic partner to executive leadership, driving innovative talent solutions that directly support the company's aggressive growth objectives and competitive advantage. About the Work Plan, develop, implement, and manage full-cycle recruitment processes across all functions including Engineering (Software and Hardware), Operations (Supply and Manufacturing), G&A, GTM and Executive roles. Hire, train, manage and inspire a talent acquisition team, fostering a culture of high performance, collaboration, continuous learning, and accountability and ensuring their growth and progression within the career framework. Develop innovative hiring methodologies through identifying unique and non-traditional sources for finding candidates. Oversee campus recruiting, diversity recruiting programs, and other strategic talent initiatives. Partner with Finance, HRBPs, and business leaders to align hiring plans and ensure strong accountability and collaboration towards hiring goals. Partner closely with business leaders to design role-specific assessment frameworks based on the career framework. Track and analyze recruiting metrics (time-to-fill, source of hire, candidate experience, event ROI, etc.) and continuously optimize processes based on data. Architect and execute the Talent technology roadmap including our ATS, assessment tools, CRM, and sourcing platforms. Develop and manage the Talent Acquisition budget, optimizing resource allocation and demonstrating ROI. Serve as an internal subject matter expert on labor market trends, talent intelligence, and competitive compensation. Work collaboratively with Agility's marketing team to ensure employer branding efforts, including social media presence, job postings, and recruiting activities at industry events is aligned with Agility's overall brand posture. Leverage AI tools and external recruiting partners, agencies, and communities when needed to maximize efficiency and impact. Ensure strict compliance with all local, state, and federal employment laws and regulations. About You: 15+ years of Talent Acquisition/People Ops experience with at least 7 years managing teams and Talent transformations. Proven ability to scale a TA organization in high-growth, tech environments. Experience recruiting across engineering and operations, filling hard-to-fill roles as well as non-exempt production workforce. Hands-on experience leading executive searches (VP → C-suite) with creative sourcing and high-touch processes. Ideally both big tech and startup experience. Proven track record selecting, implementing, and driving adoption of Talent technology (ATS, CRM, automation, analytics, assessment tools). High EQ with the ability to communicate articulately and effectively across the business. Metrics-first mindset: comfortable building and using dashboards, running experiments, and driving decisions from data. Trusted advisor to senior leaders; proven ability to influence without relying on authority. Passion for building high-performing teams and having a positive attitude. Full-time Employees are eligible for Benefits: 401(k) Plan: Includes a 6% company match. Equity: Company stock options. Insurance Coverage: 100% company-paid medical, dental, vision, and short/long-term disability insurance for employees. Benefit Start Date: Eligible for benefits on your first day of employment. Well-Being Support: Employee Assistance Program (EAP). Time Off: Exempt Employees: Flexible, unlimited PTO and 10 company holidays, including a winter shutdown. Non-Exempt Employees: 10 vacation days, paid sick leave, and 10 company holidays, including a winter shutdown, annually. On-Site Perks: Catered lunches four times a week and a variety of healthy snacks and refreshments at our Salem and Pittsburgh locations. Parental Leave: Generous paid parental leave programs. Work Environment: A culture that supports flexible work arrangements. Growth Opportunities: Professional development and tuition reimbursement programs. Relocation Assistance: Provided for eligible roles. All of our roles are U.S.-based. Applicants must have current authorization to work in the United States. Agility Robotics is committed to a work environment in which all individuals are treated with respect and dignity. Each individual has the right to work in a professional atmosphere that promotes equal employment opportunities and prohibits unlawful discriminatory practices, including harassment. Therefore, it is the policy of Agility Robotics to ensure equal employment opportunity without discrimination or harassment on the basis of race, color, religion, sex, sexual orientation, gender identity or expression, age, disability, marital status, citizenship, national origin, genetic information, or any other characteristic protected by law. Agility Robotics prohibits any such discrimination or harassment. Agility Robotics does not accept unsolicited referrals from third-party recruiting agencies. We prioritize direct applicants and encourage all qualified candidates to apply directly through our careers page. If you are represented by a third party, your application may not be considered. To ensure full consideration, please apply directly. Apply Now: ***************************

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

Join Our Dynamic HR Team: We're Looking for a Talented Team Leader Are you a strategic HR leader who thrives at the intersection of people, policy, and public service? Kootenai County is seeking an experienced Human Resources Director to lead countywide HR operations and help shape a high-performing, compliant, and service-oriented workforce that supports our community. This is a perfect leadership role for a collaborative, confident professional ready to partner with County leadership, Elected Officials, and department heads to deliver modern, effective human resources programs. This position is on site at our Coeur d' Alene, ID location and is not eligible for remote work Why You'll Love This Opportunity: * Competitive Pay: $106,953.60 - $127,088.00 annual, depending on experience. * Amazing Benefits: Enjoy an exceptional benefits package including health care for eligible employees and their dependents at our free medical clinic offering primary care, select medications and select lab services. * Generous Paid Time Off: Full-time employees earn up to 8 hours of vacation each month, with increases based on years of service-because we believe in giving you the time to recharge! * Retirement: The County provides a robust retirement plan through the Public Employees Retirement System of Idaho (PERSI), helping you plan for your future. * Student Loan Forgiveness: As a public employer our employees may qualify for the federal Public Student Loan Forgiveness program. We're looking for a candidate with: * Bachelor's degree in human resources, Business Management, or a related field. * Five (5) or more years of experience managing an HR department, with significant experience in compensation strategies, pay practices, and job classification systems, including job evaluations, market analysis, pay range structures, and FLSA determinations. * Strong working knowledge in developing and managing departmental operations, countywide health insurance and risk management/compliance budgets. * Strong working knowledge of federal and state employment law, benefits administration, compensation, employee relations, and compliance. * Proven ability to lead teams, resolve conflict, and handle sensitive matters with discretion. * Public sector experience (preferred but not required). * A PHR, SPHR, SHRM-CP, or PSHRA certification (preferred but not required). * The ability to always maintain confidentiality. What You'll Do: As Human Resources Director, you will direct all functions of the County's HR Department, providing both strategic vision and hands-on leadership. You will lead the department by handling a wide range of responsibilities including: * Providing strategic leadership for all countywide HR functions, policies, and practices. * Overseeing HR operations, including budgets for health insurance, risk management, and compliance. * Building strong collaborative relationships with officials, department heads, employees, and external partners. * Serve as the county's lead authority on job classifications, compensation strategies, job evaluations and pay practices, ensuring internal equity, market competitiveness, fiscal responsibility, and legal compliance. * Lead compensation analysis, labor market benchmarking, and pay equity reviews; developing recommendations for executive leadership and governing bodies. * Managing job classification, compensation structures, and pay practices. * Administering benefits, wellness programs, and cost-effective plan negotiations. * Serving as the county ADA Coordinator, overseeing accommodations, training, and accessibility initiatives. * Ensuring compliance with federal, state, and local employment laws; advising leadership on HR and legal matters. * Leading recruitment, hiring, onboarding, succession planning, and staffing strategies. * Advising on employee relations, investigations, discipline, and terminations. * Directing risk management, safety programs, insurance, and claims administration. * Managing leaves, workers' compensation, unemployment, and workplace compliance programs. * Analyzing workforce and claims data to implement proactive HR solutions. * Developing and delivering leadership development and HR training programs. * Overseeing performance evaluations, EEO compliance, and accurate personnel recordkeeping. * Take a closer look at the full job description to see if this role is the right fit for you This role works closely with the Board of County Commissioners, Elected Officials, department leaders, legal counsel, and external partners to ensure consistent, fair, and legally sound HR practices. Life in Beautiful Kootenai County Nestled in the stunning north of Idaho, Kootenai County is a paradise for outdoor enthusiasts. From breathtaking mountains to pristine lakes, our area offers the perfect balance of work and play. With a thriving community of approximately 180,000 residents, you'll enjoy a low-crime, peaceful atmosphere. Our County Seat in Coeur d'Alene is known for its picturesque lakeside views and vibrant lifestyle. Ready to Apply? Visit our online application page Kootenai County Employment Opportunities to submit your application, cover letter and resume by 5:00 PM PST February 6, 2026. We encourage early applications, as the position may close before February 6, 2026, if a successful candidate is selected. Candidates for employment must successfully complete the County's pre-employment and drug screening. As a public entity, human resource employees pass a national fingerprint clearance background check. Questions? Reach out to our Human Resources team at ************** or email ******************. Equal Opportunity Employer/Vets Preference/Drug-Free Workplace

TechFlow Inc. has an immediate opportunity for an Human Resources (HR) Business Partner to serve as a strategic, hands-on HR advisor supporting four diverse business units within a government contracting environment. At TechFlow, we go beyond technical expertise to understand the people, processes, and mission-critical challenges that drive our customers' success, and this role is central to that commitment. Partnering closely with leadership, employees, and union representatives, the HR Business Partner manages employee relations, labor law and collective bargaining compliance, onboarding, training compliance, benefits administration, and HR documentation, while exercising sound judgment and discretion to navigate complex labor environments and align HR practices with TechFlow's mission to deliver meaningful, lasting impact. Key Responsibilities: * Compliance: Ensure compliance with labor laws, regulations, and collective bargaining agreements. Stay updated on changes in labor legislation and advise management on necessary adjustments. * HR Documentation and Recordkeeping: Maintain accurate and up-to-date employee records, ensuring compliance with privacy and confidentiality standards. * Employee Relations: Address employee concerns, conflicts, and grievances, working towards resolutions that align with company policies and union agreements. Conduct investigations into workplace issues and provide recommendations for resolution. * Union Relations: Collaborate with union representatives to establish and maintain positive working relationships. Participate in negotiations, grievance resolution, and other labor-related processes. * Onboarding: Conduct onboarding sessions, ensuring new employees are familiar with company policies and union agreements. * Training and Development: Ensure compliance of required training programs to enhance the skills and knowledge of employees in line with the company's objectives and legal requirements. * Benefits Administration: Administer employee benefits programs, including health insurance, retirement plans, and other related benefits.

In strong collaboration with the Employee Relations Manager and Sr. HR Business Partners supporting our Operations business in Westbrook, Maine, the HR Advisor proactively builds professional relationships and engages with frontline leaders and employees to assist with a wide variety of initiatives to drive business performance and company-wide HR strategy. The HR Advisor educates employees about resources available through People Operations and how to easily access them; coaches and provides guidance to front line leaders to strengthen leadership capabilities; and advises on day-to-day performance management and progressive discipline in compliance with state and country regulations, escalating matters to Sr. HRBP and/or Employee Relations as appropriate. This is a hybrid role based in Westbrook with an onsite requirement of 8x per month with the ability to be onsite as needed to best support our Operations teams. What You Will Be Doing: You will administer programs designed to foster a positive employee relations environment through the consistent and equitable application of HR policies and procedures. Identify employee relations issues and recommends appropriate actions to address and resolve those issues. Advise and coach managers and HRBPs on progressive discipline, employee terminations and minimizing the risk of adverse action. Investigate and/or advises/coaches managers and HRBPs on claims of harassment, discrimination, workplace violence, and other issues, recommend appropriate action and documents in final reports. May review, coordinate, and/or support implementation of restructure events and other separation agreements. You will monitor the performance management process and works with managers and/or employees and HRBP's concerning employee performance and discipline issues. Advise/coach management and HRBPs on performance management process, and progressive discipline. Provide coaching to managers related to the people aspects of the business, including organizational development, employee development, talent acquisition, employee relations, talent analytics, compensation, benefits and other areas. You will provide HR guidance to managers and employees. Answer questions and provide advice as needed. Understand manager and employee viewpoints and anticipate their needs and concerns. Direct managers/employees to utilize HR service centers as appropriate to handle transactional-oriented requests, for maximum efficiency. You will be responsible for compliance with state, and federal, employment laws. Maintain knowledge of laws, regulations and best practices impacting human resources activities and incorporates into work as appropriate. You will partner closely with the Leave team and the business on ADA accommodation process. You will implement HR programs/processes, including activities such as compensation planning, roll-out of new learning and development initiatives and other areas. Identify new opportunities where HR can add business value. Seek opportunities to deliver HR programs to benefit business and align with overall company, as appropriate. You will guide local organizational change through relationship management and partnership skills and knowledge of internal company processes and HR practice. Facilitate and drive change efforts and communication strategies. You will lead local engagement action planning with management and employees which fosters engagement and aligns people with the direction of the business to drive results. What You Will Need to Succeed: Bachelors degree or equivalent combination of education and experience required. Experienced Employee Relations professional with demonstrated skills for coaching and development of front-line leaders. Experience working with a large non-exempt employee population preferred Local expertise with knowledge of applicable employment laws and regulations. Solid relationship-building and communication skills. Big picture thinker and ability to see beyond tactical details. Analytical thinker with ability to analyze data and make appropriate recommendations. Resourceful with ability to utilize available resources to address customer needs effectively. Compensation and benefits: Competitive Base Salary $95-105k flexible based on experience Health / Dental / Vision benefits day one. Opportunity for annual bonus Additional benefits including but not limited to financial support, pet insurance, mental health resources, volunteer paid days off, employee stock program, foundation donation matching, and so much more! We're proud of the work we do, because our work matters. An innovation leader in every industry we serve, we follow our Purpose and Guiding Principles to help pet owners worldwide keep their companion animals healthy and happy, to ensure safe drinking water for billions, and to help farmers protect livestock and poultry from disease. We have customers in over 175 countries and a global workforce of over 10,000 talented people. So, what does that mean for you? We enrich the livelihoods of our employees with a positive and respectful work culture that embraces challenges and encourages learning and discovery. At IDEXX, you will be supported by competitive compensation, incentives, and benefits while enjoying purposeful work that drives improvement. Let's pursue what matters together. IDEXX values a diverse workforce and workplace and strongly encourages women, people of color, LGBTQ+ individuals, people with disabilities, members of ethnic minorities, foreign-born residents, and veterans to apply. IDEXX is an equal opportunity employer. Applicants will not be discriminated against because of race, color, creed, sex, sexual orientation, gender identity or expression, age, religion, national origin, citizenship status, disability, ancestry, marital status, veteran status, medical condition, or any protected category prohibited by local, state, or federal laws. #LI-FSR

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 ************************.