Director of human resources jobs in Salem, OR

Compensation for this role is competitive and will be determined based on the successful candidate's skills, experience, and overall qualifications . At Leupold & Stevens, we don't just make optics. We define the industry standard for rugged, American-made precision optics trusted by hunters, shooters, military, and law enforcement professionals worldwide. Family-owned and operated since 1907, we combine legacy craftsmanship with relentless innovation. At Leupold and Stevens we're American to the Core and passionate about what we do. Product excellence and uncompromising quality are our top priorities. We've built a collaborative, high performance culture where team players with innovative ideas and a sense of urgency thrive. We are seeking a Vice President of Human Resources and Organizational Development to lead our People and Culture strategy across the organization. As a key member of the executive leadership team, you'll be responsible for leading and scaling all aspects of human resources, talent development, and organizational culture, ensuring that our people practices are aligned with our mission and values. This role isn't just about policies and compliance-it's about creating a workplace where people can thrive, do meaningful work, and feel a deep sense of belonging. You'll report directly to the CEO and sit on the executive leadership team, championing our culture to ensure our core values are reflected in every aspect of the employee experience. Our ideal candidate has a strong track record of aligning people strategy with business goals. You've built, scaled, and led high-performing HR teams. You're both strategic and hands-on-comfortable in the boardroom and in the weeds. You've effectively led organizations through periods of change, helping to navigate growth, transformation, and ambiguity with empathy, clarity, and focus. Our total compensation package is strong. Details of this market competitive package will be shared with qualified candidates. Key Areas of Accountability: You'll provide leadership, vision, and strategic direction for Leupold & Stevens' Human Resources, Organizational and Employee Development, Environmental Health and Safety (EHS) and Facilities functions by developing and maintaining our high-performance culture and the related people, systems, and processes. You will: Establish the overall vision, strategic direction, and long-term goals for areas of accountability. Provide leadership, vision, and direction to team members in those areas in support of the Company's mission and strategic business objectives. Act as a trusted partner to the CEO and Executive Team, collaborating with leadership to implement solutions that strengthen our culture, demonstrate our core values, optimize our talent, and align resources with strategic priorities. Lead the design and implementation of long-term, forward-thinking talent strategies that support the business and position us as an employer of choice. Oversee the design and implementation of results-driven learning and development strategies that help grow talent and support team member needs. Lead succession planning initiatives for all levels of the organization. Drive plans that strengthen the leadership and managerial capabilities of the Company. Lead the implementation of the Company's continuous feedback system which links organizational and individual goals with the Company's strategic business objectives. In partnership with the CEO, shape a high-performance culture aligned with the Company's mission and values. Oversee recognition and reward systems and processes to support attraction and retention goals and recognize excellent performance. Assists the Board of Director's Compensation Committee in developing, recommending, and administering executive compensation programs. Oversee the development and implementation of benefits strategies and programs to control costs while delivering maximum value to employees. Chair the 401(k) Committee. Advise on employee relations issues and partners with legal counsel to ensure our policies, practices, and decisions align with all applicable laws and regulations. Ensure that HR technology solutions effectively streamline process, enhance efficiency, and provide data analytics to support decision making. Promote a culture of safety awareness and champion EHS initiatives that identify root causes, eliminate potential hazards, mitigate risk to employees, meet regulatory requirements, and achieve Company objectives. Oversees facility maintenance and support activities including grounds and building improvements, facility operation, maintenance, and security. Lead the organization in change management. Challenge the status quo, plan organizational changes, and coach on effective change management. Identify opportunities to streamline, improve, and modernize talent operations to better serve our team members and the Company. Create, communicate, and advance industry-leading best practices in the human capital field. Surface and respond to external trends. Manage all internally focused communications. Provide support to Board Members and Shareholders upon request. Skills and Experience You'll Need: Bachelor's degree in human resources, business administration, or related field (Master's preferred). 10-15+ years progressive human resources experience, with at least 5 years in a senior HR leadership role. Thorough knowledge, skills foundation, and pragmatic application in the critical functions of strategic planning, change management, organizational and employee development, human resources, and EHS. Proven experience designing and leading initiatives focused on organizational culture, ensuring alignment with mission, vision, and values. Demonstrated ability to drive change management initiatives, guiding teams through transitions while preserving core cultural values. Ability to work collaboratively with senior leadership to create a result driven, team-oriented environment. Excellent leadership, written and verbal communication, decision making, problem solving and organizational skills. Ability to provide leadership at both the strategic and operational levels. Interpersonally and organizationally savvy. Ability to build positive and collaborative relationships with individuals at all levels. Ability to balance employee needs and concerns with Company values, goals, and business objectives. A strategic thinker with a strong analytical background and ability to challenge the status quo. Leupold & Stevens, Inc. 14400 NW Greenbrier Parkway Beaverton, Oregon 97006 * A core business objective at Leupold & Stevens is to maintain a workplace in which each employee can achieve their full potential. The company was founded on the principle of giving customers and our team members ‘A Square Deal'; to us, this means advocating for the employment opportunities and advancements of all individuals regardless of race, color, sex, national origin, age, religion, physical or mental disability, marital status, veteran status, sexual orientation, gender identity, or any other characteristic protected by law. We resolutely believe all aspects and privileges of employment should be determined by skills and behaviors, not personal identities. * With our commitment to make our application process and workplace accessible for individuals with disabilities , we will provide reasonable accommodations, upon request, for an individual applicant to participate in the job application process. To request an accommodation to the application process, please send an email to ****************** or call ************** and a Leupold & Stevens representative will contact you. * Leupold & Stevens, Inc. is a drug free workplace . All final candidates must successfully pass a pre-employment drug screen and background check. * Leupold & Stevens, Inc. complies with all applicable FAR & DFAR regulations . * We hire U.S. citizens and persons lawfully authorized to work in the U.S . All new employees must complete an INS Employment Eligibility Verification Form (I-9). Positions may require a deemed export control license for compliance with applicable laws and regulations. Placement is contingent on Leupold & Stevens, Inc.'s ability to apply for and obtain an export control license on your behalf.

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

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

Since opening our doors in 1988, Impact Property Solutions has served thousands of multifamily properties for over 30 years. Today, management companies and property managers trust our outstanding customer service and quick installation every time they need new flooring installed. Impact Property Solutions has built our business around superior customer service, quality workmanship, and same-day or next-day response time. This means we provide the right flooring at the right time. Come be a part of our amazing team of professionals, and build a career in a fast-paced, rewarding industry! Impact Property Solutions is seeking a highly motivated and experienced Human Resources Manager to oversee aspects of human resources management for our flooring company. Supporting a workforce is several states in the western part of the US, the HR Manager will play a critical role in driving organizational success by developing, implementing, and managing HR policies, programs, and services that support our goals. This position requires a hands-on leader who can build strong relationships with managers, promote a positive work culture, and manage HR functions including recruitment, employee relations, performance management, training and development, and compliance. Requirements Human Resources Manager Duties and Responsibilities Reasonable accommodations may be made to enable individuals with disabilities to perform these essential functions. Recruitment & Staffing: Develop and implement strategies for attracting, sourcing, and hiring talent to meet the company's needs. Manage the full-cycle recruitment process, including job postings, interviews, candidate evaluation, and onboarding. Work closely with department heads to ensure staffing needs are met in a timely and cost-effective manner. Manage company headcount expectations to ensure payroll expense is controlled with expectations. Employee Relations: Serve as a trusted advisor to management and employees, providing guidance on HR policies, conflict resolution, and employee concerns. Foster a positive and inclusive company culture, addressing employee issues and improving workplace satisfaction. Investigate and resolve employee complaints or concerns in a fair and timely manner. Performance Management: Develop and implement performance management processes, including employee evaluations, goal setting, and feedback sessions. Guide managers in providing constructive feedback and identifying opportunities for employee development. Monitor and manage performance improvement plans (PIPs) and disciplinary actions, as needed. Compliance & Legal: Ensure the company complies with all federal, state, and local employment laws and regulations, including OSHA and labor laws. Maintain accurate and confidential employee records. Manage workers' compensation claims and ensure safety protocols are followed on job sites and in the workplace. HR Strategy & Reporting: Develop and implement HR strategies and initiatives aligned with the company's overall business objectives. Analyze HR metrics (e.g., turnover rates, employee satisfaction) to assess the effectiveness of HR programs and recommend improvements. Human Resources Manager Competencies Excellent communication skills (written & verbal) Must be detail-oriented and pay close attention to accuracy. Proficiency with MS Office products, including MS Outlook, Excel and Word. Ability to prioritize work and manage time effectively. Proactive problem-solving ability. Excellent verbal and written communication skills. Ability to work efficiently with multiple interruptions throughout the workday. Education and Work Experience Requirements Bachelor's degree in Human Resources, Business Administration, or a related field or equivalent work experience. Master's degree or HR certifications (SHRM-CP, SPHR, PHR) is preferred. Minimum 5 years of human resources experience with at least 3 years in a managerial role. Minimum 2 years of human resources experience in California labor law and other similar states. Experience in a multi-branch organization with 200 employees or more. Experience with HRIS platforms like Paylocity, Paycom, or Paycor is required. Benefits Competitive Health Insurance Plans Vision and Dental Plan Company paid life insurance Generous Paid Time Off Program 401(K) / Roth plan with employer match Generous PTO plus paid Holidays Physical Requirements Travel would be required. Prolonged periods of sitting at a desk and working on a computer. Must be able to lift to 25 pounds at times. Salary Description $100,000 - $165,000

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

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

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

Temp To Full-Time Human Resources Director The HR Director provides strategic leadership and oversight of essential Human Resources functions to support organizational goals and values. This role ensures HR practices promote a compliant, inclusive, and purpose-driven workplace culture. LOCATION: Portland, OR SALARY: $120k-130k/yr. DOE SCHEDULE: Full-time *Background check and drug screening required upon offer WHY YOU'LL LOVE THIS ROLE Opportunity to lead a dedicated HR team and shape people-focused strategies that make a meaningful impact. Play a key role in advancing organizational culture, equity, and employee development. Influence executive decision-making through strategic HR insights and workforce data. Work in a mission-driven, community-centered environment that values service and collaboration. Contribute to a supportive workplace where your expertise in compliance, training, and leadership is valued and trusted. KEY RESPONSIBILITIES Provide leadership and supervision to the HR team, including recruiting, benefits, and generalist staff. Oversee recruitment, onboarding, and retention strategies to ensure alignment with organizational goals. Ensure compliance with employment laws, safety regulations, and internal policies and procedures. Advise senior leadership on HR matters and provide data-driven insights to support decision-making. Develop and manage training, performance evaluations, and professional development programs. Maintain accurate personnel records and ensure consistent communication of HR policies. WHAT WE'RE LOOKING FOR Bachelor's degree in Human Resources or a related field. At least 10 years of professional HR experience, including 5 years in a senior leadership role. In-depth knowledge of labor and employment laws, regulations, and compliance practices. Demonstrated ability to handle sensitive information with confidentiality and align with HIPAA standards. Experience in non-profit, behavioral health, or substance use treatment environments. PHYSICAL REQUIREMENTS This is a full-time position in an office setting that requires the ability to sit or stand for extended periods, use standard office equipment, and occasionally lift up to 25 pounds. DIVERSITY, EQUITY, AND INCLUSION STATEMENT We are committed to fostering an inclusive workplace that welcomes diverse candidates. All qualified applicants will be considered regardless of background, identity, or status. This position is offered through the Portland Branch of NW Staffing Resources. When applying through nwstaffing.com, please click “Apply Here” and select the Portland Branch for immediate consideration. Or contact our office directly at 503-242-0611 to speak with a Recruiter. Job ID# 139880 For more information regarding our company and employee benefits please click on the links below. About NW Staffing Resources NW Staffing Employee Benefits

Join Sunset Imports as our next HR leader!

Role OverviewSodexo is seeking a Human Resources Manager 1 to support Hospital Environmental Services departments at 3 locations in Oregon. The HRM may reside in Portland and must have the ability to travel to Columbia Gorge and Tillamook. The position will support up to 80 employees between 3 locations and be involved in day-to-day operations including recruiting, onboarding, orientation, file maintenance. This is a highly administrative position so proficiency with computers is a must. A valid driver's license is also required. What You'll Dosupport, engage, and help retain staffsupport managers and hourly employees with HR related taskswork daily in software systems such as Microsoft Office, ADP, Kronos, and applicant tracking systemsdemonstrate strong attention to detail and organization What We OfferCompensation is fair and equitable, partially determined by a candidate's education level or years of relevant experience. Salary offers are based on a candidate's specific criteria, like experience, skills, education, and training. Sodexo offers a comprehensive benefits package that may include: Medical, Dental, Vision Care and Wellness Programs 401(k) Plan with Matching ContributionsPaid Time Off and Company HolidaysCareer Growth Opportunities and Tuition ReimbursementMore extensive information is provided to new employees upon hire. What You Bringexperience in administrative support and an HR backgroundhigh-level organization and attention to detail natural ability to learn software quickly flexible with the ability to manage multiple priorities Who We AreAt Sodexo, our purpose is to create a better everyday for everyone and build a better life for all. We believe in improving the quality of life for those we serve and contributing to the economic, social, and environmental progress in the communities where we operate. Sodexo partners with clients to provide a truly memorable experience for both customers and employees alike. We do this by providing food service, catering, facilities management, and other integrated solutions worldwide. Our company values you for you; you will be treated fairly and with respect, and you can be yourself. You will have your ideas count and your opinions heard because we can be a stronger team when you're happy at work. This is why we embrace diversity and inclusion as core values, fostering an environment where all employees are valued and respected. We are committed to providing equal employment opportunities to individuals regardless of race, color, religion, national origin, age, sex, gender identity, pregnancy, disability, sexual orientation, military status, protected veteran status, or any other characteristic protected by applicable federal, state, or local law. If you need assistance with the application process, please complete this form. Qualifications & RequirementsMinimum Education Requirement - High School Diploma or GED or equivalent experience

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

JOIN - Human Resources Manager At JOIN, we believe that every member of our team deserves respect, belonging, and the opportunity to grow. The Human Resources Manager plays a vital role in nurturing a supportive and inclusive work environment where staff feel valued, heard, and empowered. This role is foundational in strengthening equitable practices, fostering psychological safety, and helping ensure that JOIN continues to be a place where diverse people thrive and contribute meaningfully to our shared mission. JOIN (joinpdx.org) is a non-profit organization that exists to support the efforts of individuals and families experiencing homelessness to transition off the streets and into permanent housing. We are inspired by the vision of a community where everyone has a place to call home. JOIN has an organizational commitment to equity and inclusion, and to ensure that programs and staff culture are equitable in both access, experience, and outcomes regardless of race, ethnicity, faith, culture, language, disability, gender, gender identity, gender expression, citizenship or immigration status, sexual orientation or family status. JOIN is committed to pursuing effective strategies and devoting dedicated time and resources at every level of the organization to address disparities based on identity and to apply an equity lens to all decisions, programs, and policies in furthering JOIN's commitment to become an anti-racist organization, including dismantling white supremacy culture. Position Overview Position Title: Human Resources Manager Reports To: Executive Director FLSA Status: Exempt Work Schedule: Full time, primarily Monday-Friday Work Location: Hybrid; requires onsite presence at JOIN locations Supervisory Responsibilities: None at this time Represented: No Compensation: Salary: $76,564.80 - $84,614.40 DOE Full Time Exempt position with option for 100% paid employer paid Health Benefits (medical & dental benefits for employee and all dependents), employer paid Long and Short term disability benefit, employer paid $50,000 life insurance, EAP, Flexible spending accounts for medical and dependent care, unmatched 403(b),160 hours PTO, 10 paid holidays plus paid winter break shutdown, 8 hours/month paid community involvement opportunity, paid bereavement leave, paid trauma leave, and an 8 week paid sabbatical after 7 years of employment. Required Duties and Responsibilities Human Resources Operations & Compliance Administer HR systems, personnel files, and HR documentation with accuracy and confidentiality. • Ensure compliance with federal, state, and local labor laws and organizational policies. • Maintain HR policies, handbooks, and procedures; support policy creation and updates. • Oversee recruitment, hiring, onboarding, and off-boarding processes. • Manage leaves of absence, accommodations, workers' compensation, and safety protocols. Union & Labor Relations Support the Executive Director and leadership team in adhering to the collective bargaining agreement. • Provide guidance on labor-related questions, contract interpretation, and adherence to established processes. • Support investigations, progressive discipline, and grievance procedures in collaboration with leadership. • Strengthen relationships with union representatives through clear, timely communication. Equity, Inclusion, and Culture Embed an equity lens into all HR functions including hiring, promotion, evaluation, and policy development. • Partner with the Equity Director to align HR practices with JOIN values, DEI frameworks, and trauma-informed approaches. • Promote transparent, equitable systems for staff feedback, conflict resolution, and organizational communication. • Support staff wellness and psychological safety initiatives. Employee Relations & Leadership Support Provide coaching and support to supervisors and managers on performance management, documentation, conflict resolution, and accountability. • Lead and support investigations related to conduct, performance, and workplace concerns. • Help build supervisor capacity by implementing consistent HR processes and training. • Facilitate communication and clarify expectations between staff, supervisors, and leadership. Talent Management & Organizational Development Support development and implementation of performance review systems. • Assist with organizational change management as JOIN strengthens its structure and systems. • Partner with leadership on workforce planning, retention strategies, and staff development. • Assist with staff training initiatives including trauma-informed supervision, equity practices, and HR compliance topics. General Duties and Responsibilities Demonstrate integrity, discretion, and professionalism in all HR matters. • Model relational, equity-centered, and trauma-informed leadership. • Maintain accurate documentation and records in accordance with HR standards. • Assist in ensuring accountability and fairness across departments. • Participate in internal committees and working groups as appropriate. • Promote a culture of collaboration, respect, and clear communication. • Uphold JOIN's mission, values, and organizational commitments. Required Skills, Specialized Training, and Experiences Minimum of 5 years of progressive HR experience. • Strong knowledge of Oregon employment law and HR compliance. • Experience applying equity-based and trauma-informed HR practices. • Demonstrated experience supporting HR processes in a union or labor environment. • Ability to maintain confidentiality, neutrality, and professional boundaries. • Strong interpersonal and communication skills with the ability to coach supervisors. • Experience using HRIS and HR data systems. • Ability to work with relative autonomy and limited oversight. Preferred Qualifications SHRM-CP, SHRM-SCP, PHR, or SPHR certification or progress toward certification. • Experience in a nonprofit or social services environment. • Experience supporting or interpreting collective bargaining agreements. • Direct experience with equity, DEI, or anti-racism initiatives. • Knowledge of HR best practices for workforce development and retention. Other Requirements Must own or have access to a personal vehicle for daily use on the job. Must have a valid driver's license and an insurable driving record upon hire. Equal Opportunity Employer JOIN values the strengths that a diverse workforce offers and is committed to honoring the dignity of every individual. JOIN has an organizational commitment to equity and inclusion, and to ensure that programs and staff culture are equitable in both access, experience, and outcomes regardless of race, ethnicity, faith, culture, language, disability, gender, gender identity, gender expression, citizenship or immigration status, sexual orientation or family status. On behalf of the board, staff, and people we serve at JOIN, thank you for your interest in supporting our mission.

About the Role: As a People Business Partner, you will assist with the roll-out and communication of HR initiatives, policies, and procedures. This job is part of the People Strategy and Operations function. They are responsible for the design, execution, and monitoring of human resource programs and policies. What Youll Do: Assist with the development of onboarding, career ladders, organizational planning, and performance management initiatives in the organization. Provide employee relations guidance, conflict resolution, and assist with issuing disciplinary action and performance improvement counseling. Work with managers to identify employment-related risks and begin the discovery process of investigations and grievances. Manage several HR functions such as employment, labor relations, compensation, etc., for a business unit or line of business. Conduct training on a variety of topics including performance management, diversity, and more. Apply in-depth knowledge of standard principles and techniques/procedures to accomplish complex assignments and provide innovative solutions. Coach others and share in-depth knowledge of own job subject area and broad knowledge of several job subject areas within the function. Lead by example and model behaviors that align with organizational values. Work to build consensus and convince others to reach an agreement. Impact a range of customer, operational, project, or service activities within own team and other related teams. Work within broad guidelines and policies. Explain difficult or sensitive information. What Youll Need: A Bachelor's Degree is preferred, but equivalent experience will also be considered. The ideal candidate should have 58 years of demonstrable experience. Ability to exercise judgment based on the analysis of multiple sources of information. Willingness to take a new perspective on existing solutions. In-depth knowledge of Microsoft Office products. Examples include Word, Excel, Outlook, etc. Organizational skills with an advanced inquisitive approach. Sophisticated math skills. Ability to calculate mildly complex figures such as percentages, fractions, and others. Working Place: Beaverton, Oregon, United States Company : 2025 July Virtual Fair - CBRE

Job Details WELLSFARGO - Portland, OR Full-time Day Human ResourcesDescription Job Title: HR Business Partner Department: Human Resources, (Corporate)- Portland, OR Reports To: Director, Human Resources Organizational Background Columbia Grain International, LLC is a global leader in the origination, processing, logistics and distribution of high-quality bulk grains, pulses, edible beans, oilseeds, and organics for domestic and worldwide export markets. Our vertically integrated company is headquartered in Portland, OR, and we own and operate over 60 facilities including grain elevators and pulse processing plants across WA, ID, MT, NE, and ND. At all levels of our organization, our employees are some of the most experienced and knowledgeable in the industry. We've spent over 40 years cultivating lasting partnerships with a wide network of producers and the local communities surrounding our facilities, which enables us to source the highest quality product and to fulfill our mission of feeding the world. Position Description If you're someone who thrives on building meaningful connections, enjoys rolling up your sleeves to make things happen, and wants to help shape the voice of a company that truly values its people and communities-we want to meet you. We're looking for a HR Business Partner (HRBP) who has a collaborative approach, strong people-centric problem solving, and the ability to manage multiple priorities with confidence and professionalism. You'll ensure alignment between business operations and HR practices, providing positive solutions that support our strategy, culture, and growth. This role combines business partnership with employee relations and compliance expertise, offering both strategic and hands-on support to leaders, managers, and employees. Qualifications What You'll Do Business Partnership & Consulting Serve as the HR partner to assigned business leaders and their teams, advising on personnel practices, HR policies, and employment laws. Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention. Partner with leadership on employee relations matters, including coaching, performance management, disciplinary actions, and conflict resolution. Exemplifies the desired culture and philosophies of the organization. Employee Relations & Compliance Manages and resolves complex employee relations issues (EEOC/legal). Conducts effective, thorough, and objective investigations. Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Provides guidance and recommendations to ensure fair and consistent application of company policies and procedures. HR Operations & Support Provides HR support and handles various routine HR tasks and transactions, including but not limited to: Preparation of offer letters and employment documentation. Responding to employee inquiries regarding benefits and payroll. Offering guidance and clarification on HR policies and procedures. Managing other transactional HR activities as needed. Talent & Performance Development Identifies training needs for business units and individual leadership coaching needs. Collaborates with management and Learning & Development to design and implement effective training programs. Supports succession planning and talent management initiatives to strengthen workforce capability. Analytics & Continuous Improvement Analyzes trends and metrics in partnership with the HR group to develop solutions, programs, and policies. Recommends improvements based on data insights to enhance employee engagement, retention, and organizational effectiveness. Projects & Strategic Initiatives Leads or supports special HR projects and initiatives aligned with business priorities. Participates in cross-functional efforts to enhance employee experience and operational efficiency. Performs additional projects and responsibilities as assigned. What You'll Bring Bachelor's degree in Business Administration, Human Resources or related field required SHRM-CP or PHR certification preferred. Minimum of three (3) years of professional human resource experience, including at least two years focused on employee relations or an equivalent combination of education, training, and experience. Broad working knowledge of key HR disciplines, including employee relations, performance management, HRIS systems, recruitment, and federal and state employment laws. Familiarity with leave of absence administration and related laws, workers' compensation, benefits, recruitment, and payroll processes to provide backup or relief support as needed. Demonstrated ability to build trust and maintain respectful, approachable, and collaborative working relationships across all levels of the organization. Strong understanding of and ability to interpret and apply applicable employment laws, regulations, policies, and procedures. Skilled at maintaining professionalism, tact, and composure in sensitive, controversial, or high-pressure situations. Proven success working collaboratively across teams and departments to support a cohesive and high-performing HR function. Sound judgment with strong organizational skills, including the ability to anticipate needs, manage multiple priorities, and meet deadlines. Proficient in Microsoft Office Suite (Word, Excel, PowerPoint) and comfortable working within HR systems and databases. Excellent verbal and written communication skills, with a proactive, team-oriented approach and focus on achieving shared goals. Willingness and ability to travel within assigned regions as needed. Experience with Paycom preferred. Benefits Offered Comprehensive Health, Dental, and RX benefits 401K Retirement savings plan with generous match Paid Holidays, Vacation and Sick leave Company paid Life Insurance and Disability Flexible Spending Plans Employee Assistance Program Successful completion of initial and ongoing employment screens, including but not limited to criminal background and vehicle record as required. Columbia Grain is an Equal Opportunity Employer

Frontier Dermatology invites skilled and dedicated professionals to explore our openings throughout our 35+ locations in Oregon and Washington, and become an integral part of our operational success. Our team is essential to our mission of providing exceptional patient care, and we are looking for individuals who share our commitment to excellence. Join us in shaping the future of dermatological support services while advancing your career in our esteemed medical practice. Frontier Dermatology is seeking a Human Resources Business Partner (HRBP) focused on Employee Relations to join our People Team. This role is core to how we support leaders, strengthen organizational culture, protect legal compliance, and maintain high trust across the company. About the Role You will serve as a strategic HR advisor to designated business units - balancing coaching, ER expertise, compliance risk mitigation, and proactive workforce planning. This role partners deeply with operational leadership and our HR Director to increase organizational capability, leader effectiveness, engagement, and retention. What You'll Do * Provide strategic HR guidance to business leaders aligned to organizational goals * Manage and resolve complex employee relations matters; lead investigations * Provide policy interpretation and help maintain updates to policies + employee handbook * Support performance management, coaching, workforce planning, and succession activities * Identify training needs and partner on training strategy design & evaluation * Leverage HR metrics + analytics to identify trends, inform recommendations, and influence decisions What You Bring * Bachelor's degree in HR, Business Administration, or equivalent experience * Strong foundational knowledge of HR best practices, employment law and regulatory compliance * Experience managing employee relations issues and coaching leaders * Ability to build trust quickly and influence across levels * Strong business acumen and strategic thinking capabilities * Comfortable with change, pace, and evolving organizational needs * Proficiency with HRIS systems / analytics / metrics Additional Details This role requires excellent interpersonal communication skills. Some travel to field locations within Oregon and Washington may be required. Frontier Dermatology is an equal opportunity employer. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions of this role. Frontier Dermatology (FD) is committed to Equity, Inclusion, and Diversity. All qualified applicants will receive consideration for employment and job advancement opportunities without regard to race, color, religion, gender identity, national origin, age, or any other protected status under federal, state, or local law. Create a Job Alert Interested in building your career at Frontier Dermatology Staff Careers? Get future opportunities sent straight to your email. Create alert

The Sr HR Business Partner serves as a strategic partner and consultant to assigned business unit(s), and Human Resources support functions regarding human resources and organizational issues. The areas of expertise include, but are not limited to: Human Resources programs, policy, and procedure interpretation and implementation, employee relations, talent development, compensation, benefits and recruitment. This position may act as a mentor to lower level employees. This is a hybrid role. JOB DUTIES Serves as the first point of contact for people-related questions and concerns ensuring outstanding customer focus by delivering value-added, best in class Human Resources support. Provides business partnership, thought partnership, and coaching to all levels of assigned business unit(s). Leads employee relation investigations, including harassment and ethics complaints, and works with business unit leaders to resolve issues. Coaches supervisors and managers on how to effectively address internal employee relations issues. Organizes and maintains compliance policies in preparation for investigations. Works with managers to identify training needs, partners with centralized HR teams to leverage resources, and identifies opportunities to localize content and delivery. Assists with performance management reviews and employee engagement surveys throughout the year. Interprets and advises on human resources policies and procedures to ensure employment laws, standards, or regulations to are followed and applied accordingly. Integrates and partners with HR centers of excellence (COEs) in Talent Acquisition, Learning & Development, and Compensation to implement solutions and help scale the business. May act as a mentor to lower level employees. Performs other duties as assigned. EDUCATION & EXPERIENCE Typically requires a bachelor's degree and five (5) to seven (7) years of related experience or an equivalent combination. KNOWLEDGE, SKILLS, ABILITIES Proficient with Microsoft Office Suite. Effective communication and critical thinking skills. Demonstrates empathy and experience driving inclusion work. Demonstrated experience learning and thriving in a constantly changing environment and to cultivate relationships across teams. Strong analytical and problem-solving skills. Up to 25% travel is required COMPANY INFORMATION: Motion offers an excellent benefits package which includes options for healthcare coverage, 401(k), tuition reimbursement, vacation, sick, and holiday pay. Not the right fit? Let us know you're interested in a future opportunity by joining our Talent Community on jobs.genpt.com or create an account to set up email alerts as new job postings become available that meet your interest! GPC conducts its business without regard to sex, race, creed, color, religion, marital status, national origin, citizenship status, age, pregnancy, sexual orientation, gender identity or expression, genetic information, disability, military status, status as a veteran, or any other protected characteristic. GPC's policy is to recruit, hire, train, promote, assign, transfer and terminate employees based on their own ability, achievement, experience and conduct and other legitimate business reasons.

Job Title: HR, Safety & Facilities Manager Reports to: Executive Director Objective: The HR, Safety & Facilities Manager ensures a safe, welcoming, and well-maintained environment for staff, volunteers, visitors, and cats. This role combines leadership in human resources, compliance, and facilities operations to support CAT's mission and maintain alignment with legal, ethical, and feline welfare standards. This is a new position at CAT, and the percentage of time spent on the duties below will vary. Position Type and Hours: Full-time, Salaried, Exempt. Sunday-Thursday, 8 am-5 pm Duties & Responsibilities: Safety & Compliance (20% of the time) Develop, implement, and monitor safety, risk management, and compliance policies. Conduct audits, inspections, and incident investigations; ensure OSHA and regulatory compliance. Deliver onboarding and ongoing safety/emergency-response training for staff and volunteers. Facilitate monthly safety committee meetings. Facilities & Operations (20% of the time) Oversee building, grounds, and equipment maintenance; manage vendors, contracts, and repairs. Lead emergency preparedness and facility improvement planning. Supervise Facilities staff and ensure safe, efficient use of equipment. Oversee the ordering and tracking of supplies for operations; may receive and verify shipments; maintain accurate inventory records. Human Resources (40% of the time) Supervise HR/operations assistant in payroll, employee recruitment, hiring, onboarding, recordkeeping, and benefits administration. Lead succession and staff development, performance management, and employee relations initiatives in partnership with people managers. Foster a positive, inclusive, and collaborative workplace culture. Additional Responsibilities (20% of the time) Present HR, safety, and facilities updates to leadership and the board. Partner with leadership on organizational policies, compliance reporting, and long-term planning. Event Participation/On-call duties Participate in the organization's major events Serve on the on-call manager rotation (phone/text; does not require going onsite for calls). Knowledge, Skills, Abilities: Knowledge Understanding and expertise required to manage and implement human resources functions, such as employment law, policies, recruitment, compensation, benefits, employee relations, and HR technology Software such as Google Suite, Microsoft Office (Excel is a must), and HRIS platforms Basic math Skills Demonstrates strong attention to detail and manages all aspects of compliance and recordkeeping. Communicates clearly and professionally, both verbally and in writing, with staff, vendors, and leadership. Effectively prioritizes, manages projects, and consistently meets deadlines in a dynamic environment. Uses analytical skills to identify issues and develop practical solutions to facilities, safety, or HR problems. Organizes workflow, resources, and documentation to maintain high operational standards. Works independently and demonstrates initiative with minimal supervision. Operates and maintains familiarity with standard office and facility equipment, including computers, copiers, and phone systems. Abilities Work cooperatively within a team environment Maintain confidentiality of sensitive information Qualifications and Experience: Necessary Professional experience in HR, safety/compliance, and/or facilities management. Knowledge of employment law, OSHA, and workplace safety regulations. Strong leadership, communication, and conflict-resolution skills. Demonstrated ability to train and coach diverse teams. Commitment to CAT's mission. Preferred Bachelor's degree or equivalent experience. Professional certification (PHR/SPHR, SHRM-CP/SCP, or Facilities Management). Experience with project management and/or facilities planning. Flexibility for occasional evening/weekend responsibilities. Experience working in animal welfare. Experience working in the nonprofit sector. Mental Effort: This position requires the ability to assess risk and make determinations about tasks and deadlines. Additionally, this position requires a high level of attention to detail and accuracy. Physical Requirements and Work Environment: Physical Requirements The physical demands and work environment characteristics described here are representative of those that must be met by an employee to successfully perform the essential job functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Move and/or transport items up to 20 pounds (assisted or unassisted) Remain stationary for long periods of time Position oneself at various levels to successfully carry out the essential functions of the job. Communicate effectively with other staff, volunteers, clients, and members of the public by email, phone, or in-person Navigate the shelter and building Read and keep accurate records/files Work on a computer and use various software programs Operate office equipment such as a copy and fax machine, printer, scanner, and multi-line telephone Work Environment Work in this position is performed within an office setting at an animal shelter. Typically, the work environment is well-protected and free from hazards or obstacles. Job conditions are usually comfortable, with only minimal issues of confinement, temperature change, noise, smell, interactions of a disagreeable nature, exposure to contagious zoonotic disease, emotional taxation due to the nature of animal welfare, etc. Job conditions are occasionally uncomfortable relative to noise, temperature, smell, and/or dirty conditions. With that said, the worker may be occasionally exposed to the following: Distressed animals that put the worker at risk for injuries, such as bites and scratches Animal urine, animal feces, animal vomit, animal blood, animal fur Medications used to treat animals Disinfecting agents such as bleach and Rescue Pay Range: $60k - $73K annually, depending on experience and qualifications This position description in no way states or implies that these are the only duties to be performed by the employee occupying this position. Employees will be required to follow any other job-related duties required by their supervisor. This document does not create an employment contract, implied or otherwise, other than an “at-will” relationship. To Apply, Click the Apply button below. Please upload your resume to the application portal-a resume is required for consideration. If you are having any problems uploading your resume to the application portal, please email it to ************************, and we can send you a list of the screener questions to answer. PLEASE NOTE: There are required screener questions for this position that will replace a Cover Letter requirement.

We're looking for an experienced HR Business Partner who is passionate about creating supportive, fair, and engaging workplaces. In this full-time, on-site role, you'll partner closely with leaders and HR teams across multiple hospital locations (with occasional travel required) to guide employee relations matters and strengthen leader capability. Most of your work will focus on helping leaders navigate performance, conduct, and workplace concerns with empathy, consistency, and compliance-building trust and reducing risk through early, effective interventions. You'll also provide thoughtful guidance in both union and non-union environments, supporting leaders in fostering open communication and positive engagement that helps every team thrive. Job Summary: Serves as a strategic advisor to business leaders, combining deep HR expertise with a strong business acumen, and may be responsible for leading other team members as assigned. This role is pivotal in managing complex employee relations, driving engagement, and supporting talent development and workforce planning. Partners with managers to align HR strategies with overall business objectives. Job Requirements: Education and Work Experience: * Bachelor's or Master's degree in Human Resources, Business, or a related field (or equivalent experience) : Required * Five to Seven years of progressive HR experience, ideally within the healthcare sector. Internal candidates with less experience may be considered based on demonstrated performance, potential, and alignment with role expectations, subject to review and approval by the Network HR Director and CHRO. : Required * Verifiable experience in successful and impactful coaching, advising, and consulting with leaders on organizational issues and employee challenges.: Required Licenses/Certifications: * Society for Human Resource Management Certified Professional (SHRM-CP) or Professional in Human Resources (PHR) certification: Preferred Essential Functions: * Acts as a strategic partner to managers by providing HR consultation and guidance. Performs champion shaping and nurturing workplace culture and engagement strategies that align to organization mission and values and foster an environment of belonging. * Provides strategic guidance to all levels of leadership as directed by Sr. HRBP or Network HR Director. Partners with network HR teams to foster collaboration and alignment across the network. * Leads and manages complex employee relations issues and investigations ensuring fair and consistent outcomes aligned with legal requirements, policies and procedures, and values. * Develops and implements initiatives to drive employee engagement and talent development. Supports workforce planning and succession planning efforts. Analyzes HR metrics and provides actionable recommendations to senior leadership. * Ensures compliance with employment laws and mitigate HR-related risks through collaboration with legal and compliance teams. * Performs other job-related duties as assigned. Organizational Requirements: Adventist Health is committed to the safety and wellbeing of our associates and patients. Therefore, we require that all associates receive all required vaccinations as a condition of employment and annually thereafter, where applicable. Medical and religious exemptions may apply. Adventist Health participates in E-Verify. Visit ******************************************** for more information about E-Verify. By choosing to apply, you acknowledge that you have accessed and read the E-Verify Participation and Right to Work notices and understand the contents therein.

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