Human resources business partner jobs in Albany, OR - 23 jobs

This position will be posted for a minimum of 3 days and will remain open until filled or adjusted based on the volume of applicants. Further your career at Ball, a world leader in manufacturing sustainable aluminum packaging. Achieve extraordinary things when you join our team, and make a difference in your professional development, the community, and around the globe! Ball is thrilled to receive Newsweek's 2023 Top 100 Global Most Loved Workplace award! As a sustainable product leader, we have over 16,000 global team members. From endlessly recyclable aluminum cans, and cups, to aerosol bottles, our goal is to contribute to a better community, society, and world. Primary Purpose of this Position: We are growing!!!! As part of our growth plans, we are looking to expand our manufacturing capabilities within Millersburg OR. Plant Human Resources Manager, manages the plant human resources function as directed. What will you be responsible for? * Responsible for maintaining a safe and secure work environment. This includes correcting unsafe acts/conditions, facilitating monthly safety meetings, performing monthly safety inspections, and investigating accidents, as required. * Supports development, implementation, maintenance, and ongoing improvement of the food safety system. * Provides administration and supervision of the plant human resources function as directed. * Provides and maintains plant personnel policies and procedures in accordance with plant, group, and corporate guidelines. * Administers wage, salary, and benefit programs in the plant in accordance with group and corporate policies. * Ensures plant staffing needs are met by managing the succession planning, recruiting, selection and placement of candidates for plant positions. * Ensures all pre-employment requirements such as interviews, physical examinations (post offer), drug tests, background checks, and reference checks are completed in a timely manner. * Provides and maintains employment practices and procedures in accordance with plant, group, and corporate guidelines and in compliance with governmental regulations and laws in regard to fair employment practices, EEOC, ADA, Civil Rights Act, and Affirmative Action Plans. * Oversees Workers Compensation investigations, information and programs. * Coordinates training programs and tracks results. * Provides and maintains plant personnel functions and records including promotions, merit reviews, disciplinary actions, and implementation of policies and procedures. * Provides and maintains effective new employee plant orientation programs. * Establishes and develops programs in all areas of employee relations in order to maintain a climate of trust and confidence that will discourage third party interference, if applicable. * Develops and monitors plant safety rules and regulations in accordance with plant, group, and corporate guidelines, and in compliance with governmental regulations and laws in occupational safety and health. May arrange and administer plant safety programs in order to maintain safe and healthful working conditions. * Identifies, develops and implements human resource processes to ensure operational effectiveness and regulatory compliance. * Administers the collective bargaining agreement and address union related issues i.e., grievance resolution, arbitration (if applicable). * Prepares for and participates in collective bargaining (if applicable). * Maintains positive relations with union officials (if applicable). * Accesses, inputs, and retrieves information from the computer. * Initiates, reviews, masters, and follows all standard operating procedures (SOPs) for area of responsibility. * May be responsible for coordinating and committing resources for all emergency response measures, including those identified in the facility's contingency plan. Maintains thorough familiarity with all aspects of the facility's contingency plan, all operations and activities at the facility, the location and characteristics of all wastes handled, the location of all records within the facility, and the facility layout. * Effectively communicates with federal, state, and local authorities as required. Advises the EM or * EFP on all environmental management activities * Establishes and maintains an employee relations climate of trust and confidence that will discourage third party interference or establishes and maintains an employee relations climate of trust and confidence with employees, their union stewards and representatives which will promote achievement of plant and company goals. * Establishes and maintains effective work relationships within the department, the division, the group, and the company. Includes ability to handle stress and to interact with others so as to establish and maintain a positive and productive work environment and minimize personal conflicts. * While the regular working cycle of this position is usually 5 days on (Monday-Friday), this job may include working weekends (Saturday and Sunday), working hours may vary as specified by management. Incumbent must be able to work overtime on a regular basis and/or be on call as directed by management. * Performs those administrative activities necessary for effective management, including provision for selection and development of employees, salary administration, budget administration, employee safety, employee counseling, and motivation, meeting objectives, planning, organizing, integrating and measuring the work performed within the organization. * Maintains awareness and complies with hazardous waste management and other environmental management requirements in the workplace by attending scheduled training sessions. * Communicates with the emergency coordinator (EC) or Environmental Focal Point/Environmental * Manager (EFP/EM) regarding environmental management activities. * Understands and responds effectively to EC directions during emergencies by being familiar with emergency procedures, equipment, and systems, as necessary. Implements contingency plan to the level required by the position. * Understands, completes, and maintains environmental documentation for which the individual is trained, or as directed by the EC, EFP or EM (i.e., inspections, labeling, record keeping, maintenance of equipment, etc.). Reports to the EC, EFP or EM on the status of assigned responsibilities. * Complies with established job safety practices, policies and procedures as specified in plant and corporate directives for the safe performance of the work assignment. * Recognizes waste streams and minimizes waste generation, through prudent use of materials, proper disposal and segregation as directed during training or by the EC, EFP/EM. Understands and practices proper accumulation and storage requirements for wastes. * Complies with environmental regulations when using, dispensing, or handling hazardous and non-hazardous materials and waste. What are we looking for? * Broad training in a related field usually acquired through college or work-related experience * Job related experience for 2 year(s) minimum * Ability to apply intensive and diversified evaluation, selection, and substantial adaptation and modification of standard plant human resources techniques, procedures, and criteria. * Must be able to handle sensitive related and proprietary information in a confidential manner. * Performs such individual assignments as management may direct. * Ability to negotiate with contractors for facilities services. * Must maintain professional competence, ethical integrity, knowledge, and skills. * Working knowledge of the following areas: employee relations, H.R. management, industrial relations, business practices, H.R. legal practices, Labor Relations (if applicable) and generally accepted managerial practices and procedures. * Must follow company policies, procedures, practices, and standards of conduct as outlined in the Ball Corporation manuals. * Works in both office and manufacturing environments. * This position is exposed to occupational hazards, including but not limited to, high noise levels, physical obstacles, exposure to chemicals, etc. Compensation & Benefits * Hiring Salary Range: $98,900 - 141,330 (Salary to be determined by the applicant's education, experience, knowledge, skills, and abilities, as well as internal equity and alignment with market data.) * This role will be eligible to participate in the annual incentive compensation plan. * Ball includes a comprehensive benefits structure, Go to our career site and click "Total Rewards" to learn more. * Relocation may be available for this position When submitting your application to Ball, we encourage you to emphasize your skills, experience, and qualifications that align with the role. Under Colorado, California, Connecticut, Minnesota, and Pennsylvania law, you have the right to exclude or redact age-related details-such as your date of birth, school attendance dates, or graduation dates-from your resume, cover letter, CV, or other supporting documents (e.g., transcripts, certificates). Ball Corporation is proud to be an Equal Opportunity Employer. We actively encourage applications from everybody. All qualified job applicants will receive consideration without regard to race, color, religion, creed, national origin, aboriginality, genetic information, ancestry, marital status, sex, sexual orientation, gender identity or expression, physical or mental disability, pregnancy, veteran status, age, political affiliation or any other non-merit characteristic. When you join Ball you belong to a team of over 16,000 members worldwide. Our products range from infinitely recyclable aluminum cans, cups to aerosol bottles that enable our customers to contribute to a better world. Each of us has a deep commitment to diversity and inclusion which is the foundation of our culture of belonging. Everyone at Ball is making a difference by doing what we love. Because what we create may change, but what we will always make is a difference. Please note the advertised job title might vary from the job title on the contract due to local job title structure and global HR systems. No agencies please. #LI-BD1 #LI-BH1 Nearest Major Market: Salem

Ready to be pushed beyond what you think you're capable of? At Coinbase, our mission is to increase economic freedom in the world. It's a massive, ambitious opportunity that demands the best of us, every day, as we build the emerging onchain platform - and with it, the future global financial system. To achieve our mission, we're seeking a very specific candidate. We want someone who is passionate about our mission and who believes in the power of crypto and blockchain technology to update the financial system. We want someone who is eager to leave their mark on the world, who relishes the pressure and privilege of working with high caliber colleagues, and who actively seeks feedback to keep leveling up. We want someone who will run towards, not away from, solving the company's hardest problems. Our ******************************** is intense and isn't for everyone. But if you want to build the future alongside others who excel in their disciplines and expect the same from you, there's no better place to be. While many roles at Coinbase are remote-first, we are not remote-only. In-person participation is required throughout the year. Team and company-wide offsites are held multiple times annually to foster collaboration, connection, and alignment. Attendance is expected and fully supported. The HR Business Partner will support one or more functional teams playing a vital role in ensuring the functions they partner with are thriving and executing people programs at scale -- and, most importantly, translating business strategy into people & org strategy over time. As a key member of our People team, you will work closely with functional leaders on engagement, org health, performance management, employee development, diversity, policy, etc. You'll provide proactive guidance and counsel and will have the opportunity to improve and impact every employee's experience at Coinbase. Using data, combined with sound judgment and creativity, you'll directly influence the growth & scale of our organization. We're looking for an innovative person to help us continue to build a best in class team. *What you'll be doing (ie. job duties):* * Work with relevant stakeholders to help spearhead people programs and strategies that enhance our culture -- including performance management, compensation, talent development & feedback, employee engagement & retention, and internal communications. * Partner with functional leaders on org design, planning, and relevant people strategies at scale. * Regularly provide coaching/guidance on skill & professional development, career pathing and leveling, change management, and sensitive people situations. * Identify and advise leaders on the development needs of their teams and functions. * Approach people matters with an eye toward compliance and reducing risks; help build and apply HR policies and manage global employee relations issues. * Analyze trends & use data to develop people's insights and influence change. * Build excellent working relationships across the business and our People Team COEs. *What we look for in you (ie. job requirements):*** * Minimum of 7 years of relevant experience as a HR professional, chief of staff, or consultant. * Solid mindset and ability to create, improve, and execute on people processes and programs with efficient execution. * Proven stakeholder management skills with capability to navigate nuanced and elevated situations with poise and good judgment - separating signal from noise. * Data driven decision making experience or examples of analytical thinking patterns * Demonstrated skills in clear communication and escalation methods. * Comfortability with stepping into feedback conversations throughout all levels of the organization. * Ability to thrive in a fast-paced environment with ever-changing priorities. * Motivation to problem solve in an ambiguous environment. * Reputation for integrity, confidentiality, dedicated work ethic, and desire for ownership & accountability. P72558 *Pay Transparency Notice:* Depending on your work location, the target annual salary for this position can range as detailed below. Full time offers from Coinbase also include bonus eligibility + equity eligibility**+ benefits (including medical, dental, vision and 401(k)). Pay Range: $176,035-$207,100 USD Please be advised that each candidate may submit a maximum of four applications within any 30-day period. We encourage you to carefully evaluate how your skills and interests align with Coinbase's roles before applying. Commitment to Equal Opportunity Coinbase is proud to be an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, creed, gender, national origin, age, disability, veteran status, sex, gender expression or identity, sexual orientation or any other basis protected by applicable law. Coinbase will also consider for employment qualified applicants with criminal histories in a manner consistent with applicable federal, state and local law. For US applicants, you may view the *********************************************** in certain locations, as required by law. Coinbase is also committed to providing reasonable accommodations to individuals with disabilities. If you need a reasonable accommodation because of a disability for any part of the employment process, please contact us at accommodations*********************************** *Global Data Privacy Notice for Job Candidates and Applicants* Depending on your location, the General Data Protection Regulation (GDPR) and California Consumer Privacy Act (CCPA) may regulate the way we manage the data of job applicants. Our full notice outlining how data will be processed as part of the application procedure for applicable locations is available ********************************************************** By submitting your application, you are agreeing to our use and processing of your data as required. *AI Disclosure* For select roles, Coinbase is piloting an AI tool based on machine learning technologies to conduct initial screening interviews to qualified applicants. The tool simulates realistic interview scenarios and engages in dynamic conversation. A human recruiter will review your interview responses, provided in the form of a voice recording and/or transcript, to assess them against the qualifications and characteristics outlined in the job description. For select roles, Coinbase is also piloting an AI interview intelligence platform to transcribe and summarize interview notes, allowing our interviewers to fully focus on you as the candidate. *The above pilots are for testing purposes and Coinbase will not use AI to make decisions impacting employment*. To request a reasonable accommodation due to disability, please contact accommodations[at]coinbase.com

Oracle is seeking a highly experienced **AI & Analytics Lead** to design, build, and operate **enterprise-grade AI-powered analytics solutions** across Oracle HR Analytics platforms. This role blends **Generative AI (GenAI), agentic workflows, and Retrieval-Augmented Generation (RAG)** with full ownership of the **analytics platform stack (Oracle Analytics Cloud + ODI)** . You will operate at the intersection of **LLM application engineering, analytics platforms, and enterprise data** , shaping how AI capabilities are embedded into Oracle's global HR business applications. As a senior IC4, you will **design, implementation, and operational excellence** , while influencing platform-level decisions and mentoring engineers through best practices in AI, Analytics, and Responsible AI. **Responsibilities** **Key Responsibilities** + Design, build, and operate **Generative AI systems** , including **agentic workflows and RAG pipelines** , for enterprise analytics use cases. + Architect **LLM-based workflows** using prompt engineering, task decomposition, tool orchestration, and structured output validation. + Integrate AI capabilities with **enterprise analytics and data warehouse platforms** to deliver reliable, explainable insights. + Own and evolve the **Oracle Analytics Cloud (OAC)** platform and **ODI-based ETL pipelines** , supporting both AI-assisted and traditional analytics workloads. + Optimize **semantic AI & Analytics models, data pipelines, dashboards, and reports** for performance, scalability, and AI-readiness. + Manage and tune **ODI workflows** and ensure high performance on **Autonomous Data Warehouse (ADW)** and OCI data services. + Establish **operational excellence** through logging, tracing, monitoring, retries, and alerting for AI and analytics systems. + Define and track **AI & Analytics quality metrics** , including precision, recall, hallucination detection, and business relevance. + Implement **Responsible AI guardrails** , ensuring data privacy, security, compliance, and safe AI behavior aligned with Oracle policies. + Evaluate emerging AI technologies and lead **proof-of-concept experiments** to assess enterprise viability. + Build secure, scalable integrations using **REST APIs** and enterprise integration patterns. + Enforce **data governance** , access controls, lineage, and documentation standards. + Collaborate with product, engineering, and business stakeholders to translate requirements into **scalable AI-driven solutions** . + Provide technical mentorship and guidance across AI, Analytics, and platform engineering disciplines. **Required Qualifications** + **10+ years** of experience in software engineering, AI, analytics, or enterprise data platforms. + **5+ years** of hands-on experience building and operating **Generative AI, agentic workflows, RAG systems, MCP, LangChain, APEX** in production environments. + Proven experience owning **end-to-end analytics platforms** , including **Oracle Analytics Cloud (OAC)** and **ETL pipelines (ODI)** . + Strong hands-on experience with **OAC** (RPD, DV, Dataflows etc), **ODI, Autonomous Data Warehouse (ADW), and OCI data services** . + Proficiency in **Python** and **SQL / PL/SQL** ; experience with **R** , is a plus. + Experience working with **open-source LLMs** and **MLOps / LLMOps tooling** . + Solid understanding of **REST APIs** , secure enterprise integration, and distributed systems. + Strong problem-solving, communication, and technical leadership skills. **Technical & Core AI Skills** + **Core Programming:** Advanced proficiency in **Python** for AI and data engineering. + **ML / DL Frameworks:** Hands-on experience OCI, OML model optimization and production deployment. + **Data Skills:** Strong background in **data analysis, feature engineering, and data pipeline development** . + **Cloud Platforms:** Experience building and operating AI systems on **OCI etc** . + **Specialized AI Domains:** Expertise in **Natural Language Processing (NLP)** , **NL2SQL** , conversational AI, and familiarity with **Computer Vision** pipelines. + **AI Operations:** Experience with **MLOps / LLMOps** , including versioning, experiment tracking, CI/CD, observability, and governance. + **Foundational Skills:** Strong grounding in **mathematics, statistics, critical thinking, and problem-solving** , with a deep commitment to **ethical AI and Responsible AI practices** . **Preferred Qualifications** + Experience integrating AI & Analytics capabilities into **Oracle HR business applications** . + Familiarity with **OCI AI, Data Science, and MLOps platforms** . + Background in **Responsible AI, AI governance, or model evaluation frameworks** . + Experience delivering **AI & Analytics driven features at enterprise scale** with measurable business impact. **Why Join Oracle** + Lead **AI-powered analytics** initiatives across Oracle's global HR product portfolio. + Build and operate **production-grade AI & analytics systems** embedded in enterprise applications. + Collaborate with world-class engineers, data scientists, and product leaders. + Enjoy **remote flexibility** , strong work-life balance, and long-term career growth. + Influence **platform-level decisions** with global reach and impact. Disclaimer: **Certain US customer or client-facing roles may be required to comply with applicable requirements, such as immunization and occupational health mandates.** **Range and benefit information provided in this posting are specific to the stated locations only** US: Hiring Range in USD from $41.83 to $85.63 per hour; from: $87,000 to $178,100 per annum. May be eligible for equity. Oracle maintains broad salary ranges for its roles in order to account for variations in knowledge, skills, experience, market conditions and locations, as well as reflect Oracle's differing products, industries and lines of business. Candidates are typically placed into the range based on the preceding factors as well as internal peer equity. Oracle US offers a comprehensive benefits package which includes the following: 1. Medical, dental, and vision insurance, including expert medical opinion 2. Short term disability and long term disability 3. Life insurance and AD&D 4. Supplemental life insurance (Employee/Spouse/Child) 5. Health care and dependent care Flexible Spending Accounts 6. Pre-tax commuter and parking benefits 7. 401(k) Savings and Investment Plan with company match 8. Paid time off: Flexible Vacation is provided to all eligible employees assigned to a salaried (non-overtime eligible) position. Accrued Vacation is provided to all other employees eligible for vacation benefits. For employees working at least 35 hours per week, the vacation accrual rate is 13 days annually for the first three years of employment and 18 days annually for subsequent years of employment. Vacation accrual is prorated for employees working between 20 and 34 hours per week. Employees working fewer than 20 hours per week are not eligible for vacation. 9. 11 paid holidays 10. Paid sick leave: 72 hours of paid sick leave upon date of hire. Refreshes each calendar year. Unused balance will carry over each year up to a maximum cap of 112 hours. 11. Paid parental leave 12. Adoption assistance 13. Employee Stock Purchase Plan 14. Financial planning and group legal 15. Voluntary benefits including auto, homeowner and pet insurance The role will generally accept applications for at least three calendar days from the posting date or as long as the job remains posted. Career Level - IC4 **About Us** As a world leader in cloud solutions, Oracle uses tomorrow's technology to tackle today's challenges. We've partnered with industry-leaders in almost every sector-and continue to thrive after 40+ years of change by operating with integrity. We know that true innovation starts when everyone is empowered to contribute. That's why we're committed to growing an inclusive workforce that promotes opportunities for all. Oracle careers open the door to global opportunities where work-life balance flourishes. We offer competitive benefits based on parity and consistency and support our people with flexible medical, life insurance, and retirement options. We also encourage employees to give back to their communities through our volunteer programs. We're committed to including people with disabilities at all stages of the employment process. If you require accessibility assistance or accommodation for a disability at any point, let us know by emailing accommodation-request_************* or by calling *************** in the United States. Oracle is an Equal Employment Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, sexual orientation, gender identity, disability and protected veterans' status, or any other characteristic protected by law. Oracle will consider for employment qualified applicants with arrest and conviction records pursuant to applicable law.

Responsible for aligning business objectives with employees and management for designated business groups. Establishes partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. Typically supports two or more business groups of increasing complexity. + Meets regularly with respective business group leaders to stay informed of the needs of the group as well as inform the group of HR initiatives. + Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance, may consult with legal team as appropriate on extremely complex or high-risk issues. + Provides guidance and input to managers on performance management, evaluation, compensation, recognition programs and training. + Interprets human resources policies for supervision, counseling employees concerning work related problems. + Manages and resolves complex employee relations issues and conducts effective, thorough and objective investigations. + Conducts research, analyzes data and prepares recommendations on assigned projects. + Partners with the broader HR team, shares best practices to enhance the effectiveness and performance of the HR team. + Participates in the orientation of new employees and conducts exit interviews within key projects to better understand attrition trends, making recommendations on how to address attrition issues. + Recommends strategies to motivate and engage employees and supports change management and culture initiatives. + Actively participates in the implementation of processes and strategies related to career development, staffing initiatives, employee relations, workplace ethics and performance management. + Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention. + Supports training needs for various programs and may deliver (or coordinate the delivery of) non-operational training. **Minimum Qualifications** + Bachelor's Degree in Human Resources, Business Administration or related field or equivalent experience. + PHR, SPHR, or related HR Certification preferred + 5-10 years of experience in Human Resources or a specific HR discipline. **Other Job Specific Skills** + Strong verbal and written communication skills, including presentations and training. + Experience developing, implementing, and supporting HR programs, policies, practices and procedures. + Consulting skills required, including the ability to understand internal client business needs and to explain Human Resources processes and principles to managers and employees. + Tactfulness and self-confidence to appropriately maintain employee confidential information. + Ability to manage multiple projects and priorities in a matrixed organization. + Must have strong facilitation, persuasion, and listening skills. + Must have the ability to proactively research and review labor laws, regulations, and policies, and recommend courses of action. + Must demonstrate a high level of adaptability, a high tolerance for ambiguity, and be able to lead and manage change throughout the organization. + Establish credibility and maintain positive relationships with employees and managers at all levels of the organization. + Experience conducting and investigating employee relations issues to closure. + Ability to work independently or as a team and effectively manage time. **Compensation Ranges** Compensation ranges for ASM Research positions vary depending on multiple factors; including but not limited to, location, skill set, level of education, certifications, client requirements, contract-specific affordability, government clearance and investigation level, and years of experience. The compensation displayed for this role is a general guideline based on these factors and is unique to each role. Monetary compensation is one component of ASM's overall compensation and benefits package for employees. **EEO Requirements** It is the policy of ASM that an individual's race, color, religion, sex, disability, age, sexual orientation or national origin are not and will not be considered in any personnel or management decisions. We affirm our commitment to these fundamental policies. All recruiting, hiring, training, and promoting for all job classifications is done without regard to race, color, religion, sex, disability, or age. All decisions on employment are made to abide by the principle of equal employment. Physical Requirements The physical requirements described in "Knowledge, Skills and Abilities" above are representative of those which must be met by an employee to successfully perform the primary functions of this job. (For example, "light office duties' or "lifting up to 50 pounds" or "some travel" required.) Reasonable accommodations may be made to enable individuals with qualifying disabilities, who are otherwise qualified, to perform the primary functions. **Disclaimer** The preceding job description has been designed to indicate the general nature and level of work performed by employees within this classification. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities and qualifications required of employees assigned to this job. 90000 - 115000 EEO Requirements It is the policy of ASM that an individual's race, color, religion, sex, disability, age, gender identity, veteran status, sexual orientation or national origin are not and will not be considered in any personnel or management decisions. We affirm our commitment to these fundamental policies. All recruiting, hiring, training, and promoting for all job classifications is done without regard to race, color, religion, sex, veteran status, disability, gender identity, or age. All decisions on employment are made to abide by the principle of equal employment.

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.

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

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

Human Resources Business Partner (HRBP) Work Environment: Hybrid (on-site visits 2-3 times per week at assigned locations) Compensation: $90,000 - $100,000 annually (DOE) The Human Resources Business Partner (HRBP) serves as a strategic partner to facility and senior leadership within the assigned region, overseeing all Human Resources functions across multiple locations. This role aligns people strategies with business objectives while ensuring compliance with employment laws, company policies, and collective bargaining agreements. The HRBP provides hands-on support, guidance, and leadership to foster employee engagement, operational excellence, and a positive workplace culture. About Volare Health Volare Health operates a growing portfolio of skilled nursing and short-term rehabilitation centers across multiple states. We are committed to creating a welcoming, supportive environment for our residents, their families, and our dedicated staff-leading with compassion, accountability, and excellence. Key Responsibilities Oversee all HR functions for assigned facilities, including employee relations, performance management, training, and workplace investigations Advise leadership on company policies, employment practices, and regulatory compliance Lead conflict resolution efforts and promote employee engagement through communication and professional development initiatives Conduct employee file audits, I-9 audits, and mandatory training compliance reviews Review and oversee disciplinary actions and termination documentation to ensure consistency and compliance Partner with facility administrators and corporate teams (Benefits, Recruiting, Payroll) to improve HR processes and outcomes Maintain confidential employee records and educate leadership on employment laws and regulations Monitor workforce trends and manage Personnel Action Requests (PARs) Ensure timely employee evaluations and compliance with CBAs and company policies Support ADA interactive processes and assist with EEOC reporting as needed Travel regularly to multiple facilities to provide on-site HR support Participate in Quality Improvement initiatives and deliver HR-related training to staff Qualifications High School Diploma required SHRM, HRCI, or other HR certification preferred Minimum of 5 years of Human Resources experience; skilled nursing, long-term care, or healthcare experience strongly preferred Working knowledge of HR policies, procedures, and state and federal employment laws Strong communication, conflict resolution, and organizational skills Ability to manage multiple priorities in a fast-paced environment Comfortable traveling regularly between facilities Experience with HRIS systems and related platforms Flexibility to work extended hours, occasional weekends, and in a 24/7 healthcare setting Highly organized with strong attention to detail Proven ability to collaborate effectively in a team-oriented environment Benefits & Perks Medical, Dental, and Vision insurance options for you and your family Company-paid life insurance Flexible Spending Account (FSA) and Health Savings Account (HSA) options Paid Time Off (PTO) and paid holidays and/or holiday pay Tuition reimbursement and additional professional development opportunities Ready to take the next step in your HR career? Join Volare Health and make a meaningful impact by supporting teams that care for others every day. Apply today and become a trusted partner in our growing organization. Volare Health is an Equal Opportunity Employer. We are committed to providing equal employment opportunities to all employees and applicants and do not discriminate on the basis of race, color, religion, sex (including pregnancy, childbirth, or related medical conditions), sexual orientation, gender identity or expression, national origin, age, disability, genetic information, marital status, veteran status, or any other status protected by federal, state, or local law. In accordance with the Oregon Pay Equity Act, Volare Health does not discriminate in compensation on the basis of protected characteristics. The compensation range listed for this position reflects the anticipated base salary range for the role. Final compensation will be determined based on factors such as experience, education, skills, internal equity, and business needs, consistent with applicable law. Applicants may request reasonable accommodations during the application or interview process by contacting Human Resources.

McKenzie Willamette Medical Center The Senor Director of Human Resource and Labor Relations is a strategic advisor to business leaders on all aspects of human resources and labor relations activities for the facility. This role will lead and develop a human resource team to implement and drive all human resource and labor strategic initiatives and tactical execution. We are looking for a dedicated, collaborative, value driven employee that wants to make a difference. The Eugene/Springfield area is located 75 minutes to the beautiful Oregon Coast and 1 ½ hours to winter sports at Mt. Bachelor. The vibrant city of Portland can be reached in under 2 hours. Fresh air with a plethora of outdoor activities awaits a short drive from our hospital. Eugene, Oregon is known as Track Town, USA. Cheer on one of the University of Oregon's sports teams or attend the NCAA Track and Field Championship or the U.S. Olympic Track and Field Trials less than 10 minutes from our hospital. Are you looking to be a part of a close knit, growing, innovative team, in community hospital setting? McKenzie-Willamette Medical Center offers life balance opportunities outside of work including access the arts, college sports, dining, four season activities, and a diverse climate. Consider applying to join the McKenzie-Willamette Medical Center Human Resources team! Duties and Responsibilities: * Lead strategic alignment of human resource programs, initiatives, and services at the facility through effective change management strategies and collaboration with leadership. * Responsible for leadership coaching on employment and labor relation matters in compliance with policies and CBA contractual requirements. Address employee concerns, investigate issues and resolution. * Responsible for the development and collaboration talent acquisition initiatives to meet the needs of the facility. * Lead employee engagement and retention strategies of the organization and facility initiatives. * Create and lead a high-performance HR team and department to deliver all human resource and labor relations activities. * Ensure compliance with all policies and processes and compliance with union contractual requirements. * Provide training, guidance and administration of compensation, benefits, leave and all other total rewards administration in compliance with law, policies and CBAs. * Oversee CBA execution and chief negotiator in union matters in conjunction with corporate labor relations guidance. * Performs other duties as required. Knowledge, Skills and Abilities: * Excellent verbal, written communication, interpersonal and negotiation skills. * Change management, influencing and conflict resolution skills and experience required. * Excellent organizational skills and attention to detail. * Strong analytical and problem-solving skills. * Thorough knowledge of employment-related laws and regulations. * Accomplished labor relations leader. * Proficient with Microsoft Office Suite or related software. Work Experience, Education and Certifications: * Bachelor's degree in Human Resources, Business Administration, or related field required, or minimum of 8 years of HR leadership experience required. * First chair labor contract negotiations required. * Master's degree is strongly preferred. * SHRM-CP or SHRM-SCP highly preferred. Benefits: * Competitive salary and benefits package. * Comprehensive healthcare coverage. * Retirement savings plan. * Paid time off. * Student loan repayment program. #ZR #EXP

Lead with Purpose. Inspire Wellbeing. Drive Strategic Success. If you are a visionary leader who values inclusion, thrives on new challenges, and is passionate about creating a culture of wellbeing and shared success, this is your opportunity to make a lasting impact. We're seeking an experienced Human Resources leader to help guide our Employee Resource Center programs with creativity and strategic insight. As Assistant Director, you will support the division director in organizational efforts to advance the City's strategic plan and have direct responsibility for leading and supporting a multifunctional team in implementing systems and processes spanning across all functional areas of the Employee Resource Center. Your leadership will champion our core values: * Employee Wellbeing & Growth - Co-create a workplace where employees thrive and feel secure, supported, and empowered to develop, grow and contribute. * Trust & Confidence - Build lasting trust through authentic relationships, responsive service and a culture of mutual respect. * Strategic Partnership & Excellence - Thoughtful, knowledgeable strategic partners who deliver efficient, high-quality solutions that move the organization forward. Why Join Us? * For the 13th year in a row, the City of Eugene has ranked among Oregon's Top Ten Healthiest Employers (Portland Business Journal). * We believe in collaboration, inclusion, and continuous learning. * You'll help us build a culture of wellbeing and inclusion that attracts and retains top talent. What We're Looking For: * A strategic thinker who can balance vision with operational excellence. * A leader who values employee wellbeing and engagement and understands the impact of both on employee retention and satisfaction. * Someone who thrives on new challenges and is skilled at finding collaborative solutions. If you're ready to make an impact and help us continue our journey toward a thriving workplace culture, we want to hear from you! Application Deadline: Monday, January 19, 2026, at 5 p.m. P.T. Accepting Online Applications Only Information on How to Apply * A cover letter must be attached. * TO APPLY: Submit an application through your governmentjobs.com account. The application must be fully completed; resumes will not be considered in lieu of the required application materials. A cover letter must be included as an attachment and should outline the following components: * Provide an overview of your professional background and key accomplishments that prepared you for this role. * Share what excites you about this opportunity and how it aligns with your career goals. * Describe your approach to building and fostering strategic relationships across diverse teams and stakeholders. Classification: Employee Resource Center Assistant Director Salary: $58.60 - $79.11 hourly / $121,888 - $164,548 annually The City of Eugene determines starting pay within the range based on relevant education and experience as provided by the applicant in their application materials. This process is consistent with the Oregon Equal Pay Act (OEPA). Department, Division: Central Services, Employee Resource Center Position Information: Non-Represented, Exempt Work Location: City Hall, 500 E 4th Avenue, Eugene Schedule: The typical schedule is Monday - Friday, 8 a.m. - 5 p.m. with flexibility per business need to occasionally work outside of normal working hours as needed. Benefits: The City of Eugene offers robust and competitive benefits. For more information, select the Benefits Tab, or view benefits summaries as well as see information about all employee benefits. Bilingual Pay Benefit: This position qualifies for up to an additional 5% of base salary for bilingual pay. Please see "Supplemental Information" at the end of the posting for more information. Living & Working in Eugene: Information about living in Eugene, how the City of Eugene operates, and more can be found on our website. Strategic HR Leadership * Serve as a trusted advisor and strategic partner to organizational leaders on HR initiatives. * Collaborate with division leaders to set priorities and lead projects that advance the City's strategic plan. * Lead and develop strategic business partners in collaborative service delivery model. Employee Relations & Compliance * Provide expert guidance on labor contracts, employment law, and personnel policies. Ensure consistent and equitable application of policies across the organization. * Participate in or lead collective bargaining and recommendations related to policy and procedures. * Lead complex employee relations cases, including investigations, disciplinary actions, and grievance processes. * Apply case management techniques to resolve complex employee situations spanning multiple functional areas. Talent Strategy & Development * Oversee recruitment and selection processes, ensuring equitable, efficient, and legally defensible practices. * Partner with division leaders on the design and implementation of onboarding programs that integrate job expectations, organizational values, and engagement strategies. * Support career development initiatives and performance coaching to foster employee growth and retention. Classification, Compensation, & HR Systems * Provide expert guidance and input on classification reviews and compensation systems to ensure fairness and compliance. * Collaborate with and support cross-division teams in the management and maintenance of HRIS and absence management systems, ensuring accuracy, efficiency, and alignment with organizational needs. Data Analysis & Continuous Improvement * Research, analyze, and evaluate complex data to identify trends and inform strategic decisions. * Present findings and recommendations clearly to diverse stakeholders. * Drive innovation by implementing solutions that improve efficiency and employee experience. Employee Experience & Engagement * Develop and implement strategies that integrate stay interviews, career development planning, exit surveys, employee engagement and onboarding enhancements. * Monitor engagement and retention metrics to identify trends and opportunities for improvement. To view detailed information on the duties, knowledge, and abilities that may be expected for this position, please see the classification: Employee Resource Center Assistant Director Studies have shown that women and people of color are less likely to apply for jobs unless they believe they are able to perform every task in the job description. We are most interested in finding the best candidate for the job, and that candidate may be one who comes with relevant transferable skills from a variety of sources and experiences. If you are interested in applying, we encourage you to think broadly about your background and skill set for the role. When screening your application, the City will consider an equivalent combination of relevant education and experience which provides the applicant with the knowledge, skills, and abilities required to meet minimum qualifications for this position. Minimum Qualifications Experience Five years of management responsibilities in human resources related fields including experience in at least three of the following disciplines: recruitment and selection, performance and development, employee relations, classification and compensation, employee benefits, workers' compensation, and state and federal leaves administration. Two of the five years of experience are to include supervisory experience. Education Equivalent to a bachelor's degree from an accredited college or university with major course work in the area of human resources, organizational development, business or public administration, or a closely related field. Certification Professional in Human Resources (PHR), Senior Professional in Human Resources (SPHR), or related certification preferred. License Valid Oregon driver's license or, the ability to obtain by date of hire; must pass driving records check and, if hired, maintain a driving record that meets the City's standard. Oregon law requires that an out-of-state license holder must obtain a valid Oregon license (with appropriate endorsements) within 30 days of becoming domiciled in the state (ORS 803.355). Background Must pass a criminal background check. Bi-lingual Pay This benefit compensates non-represented employees up to 5% of their base salary. To qualify for bilingual pay, the employee must demonstrate fluency in an eligible language and pass a language proficiency test that is administrated by the City's Employee Resource Center division. Non-Represented Retirement Program Upon eligibility, the City will contribute an employee contribution of 6%, as well as the employer contribution, to a retirement program administered by the Oregon Public Employees' Retirement System (PERS). In addition, the City will pay a 3% contribution to a deferred compensation program if the employee contributes at least 1%. From January 1, 2020, through December 31, 2034, most retirees may work for a PERS-participating employer for an unlimited number of hours while continuing to receive their pension benefit based on HB 2296. If you have questions about your specific situation, including any restrictions to hours, please refer to the PERS: Work After Retirement. What to Expect from our Selection Process Applicants are screened based upon their relevant knowledge, abilities, skills, experience, and training. The selection process varies according to the position and can include such things as screening of supplemental questionnaires, written or skill tests, ability or fitness tests, interviews, and assessment processes. In addition, background investigations and records checks may be required. Some positions also require applicants to have a psychological evaluation and/or physical examination and a drug test prior to employment. Marijuana use is evaluated consistent with current state law regulations. PLEASE NOTE: Once the posting closes, the process can take 4-6 weeks to complete. Diversity, Equity, and Inclusion The City of Eugene is committed to a respectful work environment. We value the cultural, educational, and life experiences of each employee. We believe that a diverse workforce enables us to deliver culturally responsive services to all members of our community. As part of our commitment to diversity, equity, and inclusion we desire to welcome, respect, and create a sense of belonging for a wide range of identities and experiences in our workforce. Women, people with disabilities, and persons of color are strongly encouraged to apply. The City of Eugene complies with the Americans with Disabilities Act of 1990. Any applicant with a qualified disability under the Americans with Disabilities Act may request accommodation by contacting an employment coordinator at **************. In compliance with the Immigration Reform and Control Act of 1986, the City of Eugene will request all eligible candidates who accept employment with the City to provide documentation to prove they are eligible for employment in the United States. NOTE: The City of Eugene does not participate in the E-Verify program; therefore, candidates requiring E-Verify for employment authorization will not be eligible for employment with the City.

The Human Resource Director (HRD) is a strategic partner to the Facility CEO and other leadership team members, responsible for defining, developing, and implementing human resources initiatives. The HRD is responsible for providing leadership and strategic direction for all areas of Human Resources, including: employee relations, talent acquisition and assessment, compensation management, performance management, training and leader-ship development, policy and procedures; and managing a team of HR professionals. The HRD reports directly to the hospital CEO. Minimum Qualifications: High school diploma or equivalent - Required Bachelor's degree - Required Masters degree - Preferred PHR/SPHR - Preferred Five years of progressive HR experience with a concentration on Employee Relations, Talent Acquisition, Talent Management, Training and Development and Compensation Management preferably in the healthcare industry. Supervisory experience overseeing various HR support roles preferred. Previous experience overseeing the employee relations of a large number of employees in multi-site setting highly desirable. Extensive knowledge of federal and state employment law, CMS, OSHA and TJC regulatory compliance. Essential Job Functions: Responsible for providing leadership and strategic direction for all areas of Human Resources within the assigned facility. \Lead the activities of Human Resources staff members in the hospital including defining expectations, training and managing performance. Work in conjunction with and take direction from Human Resources Business Partners to ensure alignment of HR Strategy and Vision. Responsible for developing and implementing effective, strategic recruitment, retention and succession planning programs, adhering to metrics and an analysis driven strategy. Serves as a liaison with the hospital leadership team, communicating and leading HR strategic initiatives, analysis and recommendations. Develop an expectation of consistent administration and application of HR policies, ensuring compliance with federal, state and local regulations. Provide advice and counsel to facility management regarding appropriate progressive discipline; attend disciplinary meetings, investigations when appropriate and facilitate terminations to promote a positive employee/employer relationship. Direct the development and maintenance of competitive compensation programs utilizing market data and Human Resources Business Partners support. Responsible for ensuring HR compliance and readiness for Joint Commission, state/local surveys, Sarbanes Oxley Act audits and other audits. Develop and utilize effective communication channels for educating and informing employees on various topics, with a focus on employee engagement (including, but not limited to employee benefits changes, policy changes, legal updates, training and development). Provide primary oversight and leadership for various HR related programs/initiatives, including Workers Compensation program, Performance Management program, HR Data integrity and data entry, Leave of Absence program, payroll activities in coordination with vendor. Develop, monitor, review, coordinate and facilitate training programs, as needed, in alignment with hospital and organizational strategies. Ensure compliance with federal, state, and local legal requirements by studying existing and new legislation; anticipating legislation; enforcing adherence to requirements; advising management on needed actions. Takes an active role in and supports the hospitals community efforts Regular and reliable attendance.

Supports Human Resource Business Partner (HRBP) and leadership to successfully implement local initiatives, and execute regional and corporate programs. Help to create an environment to attract, develop, retain and engage talent throughout the Operating Company (OpCo) to deliver business goals. **RESPONSIBILITIES** + Partner with Human Resource Business Partner (HRBP) to execute core HR processes (e.g. performance management, talent management, total rewards, compensation, training and development, interactive process of transitional return to work, etc.). + Provide coaching and guidance to leaders and associates regarding HR in areas such as policy and procedure. + Collaborate with leaders and COEs to support recruitment and staffing plans. + Work with the Human Resource Business Partner (HRBP) to drive an inclusive and diverse culture. + Develops, implements and administers programs to enhance associate engagement and satisfaction levels (e.g. Sysco Speaks action planning). + Employee and labor relations (investigations, conflict resolution). + Support in reviewing, interpreting, administering and ensuring compliance with federal, state, and local employment laws, and company policies and procedures. + Ensuring the initial report is entered into RisxFacs for Worker' Compensation (WC) and Liability and acting as a liaison between Gallagher Bassett (GB) and associate. + Assists in determining training needs and developing programs to improve performance and professional development. **QUALIFICATIONS** **Education** + Bachelor's degree with major or emphasis in Human Resources, Business Administration or a closely related field required for external candidates but preferred for internal candidates. **Experience** + 5 years of experience in Human Resources management or equivalent with 3 years of which have been in a supervisory position preferred and/or an equivalent combination of related training, education and Sysco experience. **Certificates, Licenses and Registrations** + Human Resource Certification Institute (HRCI) Professional Human Resources (PHR) or Senior Professional Human Resources (SPHR) certification preferred. + Systems Applications and Products (e.g. SAP, Workday, etc.) experience preferred. **Professional Skills** + Giving full attention to what other people are saying, taking time to understand the points being made, asking questions as appropriate, and not interrupting at inappropriate times. + Motivating, developing, and directing people as they work, identifying the best people for the job. + Being aware of others' reactions and understanding why they react as they do. + Talking to others to convey information effectively and the ability to speak so others can understand you. + Adjusting actions concerning others' actions + Using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions or approaches to problems. + Understanding written sentences and paragraphs in work-related documents. + Listening to and understanding the information and ideas presented through spoken words and sentences. + Reading and understanding the information and ideas presented in writing. + Communicating information and ideas in speaking so others will understand. + Conveying information and ideas in writing so others will understand + Considering the relative costs and benefits of potential actions to choose the most appropriate one. + Bringing others together and trying to reconcile differences. + Identifying complex problems and reviewing related information to develop and evaluate options and implement solutions. + Applying general rules to specific problems to produce answers that make sense. + Perceiving when something is wrong or is likely to go wrong. It does not involve solving the problem, only recognizing there is a problem. + Coming up with several ideas about a topic (the number of ideas is important, not their quality, correctness, or creativity). **Physical Demands** The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations will be made to enable individuals with disabilities to perform the essential functions of this job. + Able to sit, stand, walk and use hands and fingers to operate a computer keyboard, mouse, and telephone to talk and hear. + Frequently sit and reach with hands and arms. + Occasionally lift and/or move up to 20 pounds. **Working Conditions** The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of the job. Reasonable accommodations will be made to enable individuals with disabilities to perform the essential functions of the job. The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of the job. Reasonable accommodations will be made to enable individuals with disabilities to perform the essential functions of the job. + Must be able to do limited travel to Sysco facilities or operating companies. + Able to utilize office equipment such as desktop/notebook computers, copiers, printers, scanners, telephones, and calculators. + The noise level in the work environment is usually moderate. + Must be able to work in various indoor and outdoor climates and driving conditions. NOTICE: The above statements are intended to describe the general nature of the environment and the level of work being performed by this job. This in no way states or implies that the duties and responsibilities listed are the only tasks to be performed by the employee in this job. The employee will be required to follow any other instructions and to perform any other job-related duties requested by his or her supervisor. Reasonable accommodations will be made to enable individuals with disabilities to perform the essential functions. This supersedes prior s. When duties and responsibilities change and develop the job description will be reviewed and subject to changes of business necessity. \#LI-NC2 AFFIRMATIVE ACTION STATEMENT: Applicants must be currently authorized to work in the United States. We are proud to be an Equal Opportunity and Affirmative Action employer, and consider qualified applicants without regard to race, color, creed, religion, ancestry, national origin, sex, sexual orientation, gender identity, age, disability, veteran status or any other protected factor under federal, state or local law. This opportunity is available through Sysco Corporation, its subsidiaries and affiliates.

Ash Grove family of companies is one of North America's leading cement manufacturers, with a legacy of innovation and excellence dating back to 1882. The company operates 12 world-class cement plants and a vast network of 41 terminals across the United States and Canada. Renowned for its forward-thinking approach, Ash Grove combines technical expertise, robust safety standards, and empowered talent to deliver high performance and better serve our customers. At Ash Grove, we stand together to reinvent the way our world is built. To learn more about us go to **************** At Ash Grove Cement, people are our first priority. We offer a complete benefits package to include: * Health Insurance * Dental Insurance * Vision Insurance * Retirement Plan * Paid Time Off, Paid Holidays * Tuition Reimbursement * Employee Assistance Program * Disability Pay * Life Insurance * Growth Opportunities and more! Summary: The HR Manager is an on-site, hands-on, collaborative HR partner to business leaders and employees. The incumbent is responsible for the localized management and delivery of HR operations and programs such as policy interpretation and compliance, talent acquisition and onboarding, orientation, employee and labor relations, record maintenance, required reporting and analysis, leave administration, employee development and performance, compensation. The position requires a nuanced approach to assessing and anticipating opportunities to act as an effective influencer and manager of culture and change. The HR Manager models the successful formation of partnerships across the business to deliver value-added service and programs that reflect the business objectives of the organization. They maintain an effective level of professional competency, business literacy and business midrange plans including its culture and its competition. What you'll be contributing: * Promote and follow all plant safety guidelines * Collaborates and aligns with centralized HR methods and programs for benefits, compensation, talent acquisition, learning and development, rewards, payroll * Seeks synergies and alignment with organizational process and policies. Maintains local practices and policies in an organized way as directed. * Manages Leaves of Absence, Workers Compensation, FMLA, and ADA Accommodations including record maintenance and coordination with outside agencies and vendors. * Administers affirmative action plan and promotes diversity, equity and inclusion at the location. * Ensures job descriptions are updated annually and provides local and regional salary information to assist management in determining appropriate rates of pay. * Manages employee-relations issues including discipline methods and arbitration. Manages union locations contract negotiations/interpretations, grievances, arbitration, and related labor-relations issues. Works with the Director of Employee and Labor relations for guidance when necessary. Investigates and maintains documentation of employee complaints (ADR) and participates in EEOC and employee complaint meetings. * Guides leaders through performance management activities such as disciplinary reviews and terminations. Documents appropriate information throughout the performance management process. Mitigates risk and escalates to the HR Director when appropriate. * Supports continuous learning and development through training, performance goal setting and reviews, succession planning * Models and promotes teamwork and company values. * Coordinates local employee special events such as open houses, location cookouts, and picnics. * Maintains accurate employee recording using Human Resources Information System and local methods for payroll, vacation schedules, and records absences, and tardiness. Works with our third-party vendor to coordinate employee leaves and ensures the HRIS system is accurate and up to date based on leave information. Processes retirement paperwork. * Additional duties as assigned by supervisor To succeed in this position, you will need: * Bachelor's degree in Human Resources, Business Administration, or related field required. * SHRM-CP or SHRM-SCP preferred * A minimum of 5 years in a progressive human resource position with supervisory experience. * Proficient in English written, verbal communication, and listening skills * Ability to think critically, make decisions and solve problems with timeliness, high attention to detail and accuracy * Ability to perform, organize and prioritize work independently * Ability to maintain confidential information with discretion * Ability to make sound independent judgments regularly * Ability to refer to supervisor when in need of clarification or interpretation of the organizational policy. * Ability to work from general policies and objectives. * Knowledge of applicant tracking systems and processes. * Ability to use computer programs to input, store and retrieve data as well as to generate reports and documentation used in related projects. What's next for you? We provide stability and advancement opportunities across North America. Use our tuition reimbursement program to help you meet your career goals. The above duties and responsibilities are representative of the nature and level of work assigned and are not necessarily all-inclusive. The physical demands, working environment, and other conditions of employment listed in this document are representative of but are not intended to provide an exhaustive list of the requirements for positions in this classification. Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions. What CRH Offers You * Highly competitive base pay * Comprehensive medical, dental and disability benefits programs * Group retirement savings program * Health and wellness programs * An inclusive culture that values opportunity for growth, development, and internal promotion About CRH CRH has a long and proud heritage. We are a collection of hundreds of family businesses, regional companies and large enterprises that together form the CRH family. CRH operates in a decentralized, diversified structure that allows you to work in a small company environment while having the career opportunities of a large international organization. If you're up for a rewarding challenge, we invite you to take the first step and apply today! Once you click apply now, you will be brought to our official employment application. Please complete your online profile and it will be sent to the hiring manager. Our system allows you to view and track your status 24 hours a day. Thank you for your interest! Ash Grove Cement, a CRH Company, is an Affirmative Action and Equal Opportunity Employer. EOE/Vet/Disability CRH is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, status as a protected veteran or any other characteristic protected under applicable federal, state, or local law. Date: Dec 5, 2025

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

Oregon Coast Aquarium Since opening, the Aquarium has perpetuated its mission of connecting guests with the Oregon coast, and inspiring ocean conservation, through its enduring dedication to Oregon's native wildlife. Consistently ranked within the top 10 aquariums in the country, the Aquarium fosters environmental stewardship and acts as an essential resource of conservation education while providing extraordinary care to both the animals residing in its habitats and wildlife in need of rescue and rehabilitation. Director of Human Resources This full-time, permanent position offers competitive benefits including medical, dental and vision. The Aquarium additionally offers a 403b matching retirement account, 16 vacation days, 9 holidays, paid sick time, and an Employee Assistance Program. This position is exempt according to the Fair Labor Standards Act. The Oregon Coast Aquarium is an equal opportunity employer, and all qualified applicants will receive consideration for employment without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws. JOB SUMMARY: The Director of Human Resources is responsible for developing and executing HR policies, programs and practices and aligning staff initiatives with business goals. This position manages staff recruitment, compensation, benefits, leave programs, performance, and relations. The Director of HR has oversight of all HR functions and personnel. GENERAL ACCOUNTABILITIES AND ESSENTIAL FUNCTIONS As a member of the senior team, aligns HR initiatives with business goals, focusing on long-term talent strategy, culture, and organizational effectiveness. * Develops, reviews and revises HR program policies and procedures. Maintains and updates Employee Manual to reflect current law, advancement in human resource management and organizational changes. * Remains current in both State and Federal employment laws and regulations, and their implementation for Aquarium purposes. * Maintains the work structure by updating job classifications, requirements, and position descriptions for all positions. * Oversees the recruiting and hiring process by coordinating job postings, interviews, job offers and reference checks. * Conducts all background checks for staff and volunteers. * Directs administrative onboarding for all new staff. Informs new hires of all applicable Aquarium policies, coordinates new hire documents, job responsibilities and benefits. * Fosters a welcoming and inclusive workplace for all staff and volunteers. * Conducts exit interviews, utilizing this information for evaluation of department personnel and designated job requirements. * Coordinates the planning, monitoring and appraisal of work performance (annual review process). Counsels on professional development opportunities across all positions. * Works with the Finance Director to design annual compensation planning, including access and implementation of wage and salary changes. * Designs and conducts educational programs for staff on employee relations, acting in the capacity of instructor and/or facilitates trainings for staff in identified areas as necessary. * Remains current on all Aquarium benefits by researching and assessing benefit needs and trends. Coordinates the annual employee benefit open enrollment process. * Responsible for setting up and the maintenance of all employee records in applicable HR software. * Retains historical personnel records by maintaining a filing and retrieval system, keeping past and present records. * Responsible for reporting to State Accident Insurance Fund on all accidents involving staff and volunteers. Maintains accurate records. * Completes the Aquarium's annual reporting to OSHA and the EEOC. * Addresses employment issues which include work complaints and harassment allegations. Ensures legal compliance by monitoring and implementing applicable legal requirements, conducting investigations and maintaining documents. * Cultivates professional and technical knowledge by attending educational workshops, reviewing professional publications, establishing personal networks and participating in professional platforms. * Advances the workforce by counseling and disciplining per Aquarium policy. * Oversees employee engagement programs relating to the Aquarium's strategic plan. The above accountabilities represent work performed by this position and are not all-inclusive. The omission of a specific accountability will not preclude it from the position if the work is similar, related or a logical extension of the position. Experience Required KNOWLEDGES, SKILLS and ABILITIES • Graduation from a four-year college with a degree in Business Administrator or Human Resource or a closely related field is required. A Master's Degree in Human Resource is preferred. • Professional HR certification (SHRM, HRCI, or equivalent) required. • Minimum of three years of responsibility as a Human Resource Administrator or Manager. • Minimum of five years' experience in shown responsibility for conflict resolution and application of policy (legal and organizational) surrounding employees. • The ideal candidate will have exceptional communication skills, will be able to handle difficult conversations with empathy, and will be able to make technically difficult recommendations and decisions with confidence and clarity. • Considerable knowledge of principles and practices of human resource management, dynamics of employee development and professional growth, and training program design and presentation. • Working knowledge of state and federal labor laws and regulations. • Excellent organizational skills and attention to detail. • Excellent time management skills with a proven ability to meet deadlines. • Proficient with Microsoft 365 or related software. In lieu of the above requirements, the incumbent may possess any combination of relevant education and experience which would demonstrate the individual's knowledge, skill, and ability to perform the essential functions of the job. KNOWLEDGES, SKILLS and ABILITIES • Graduation from a four-year college with a degree in Business Administrator or Human Resource or a closely related field is required. A Master's Degree in Human Resource is preferred. • Professional HR certification (SHRM, HRCI, or equivalent) required. • Minimum of three years of responsibility as a Human Resource Administrator or Manager. • Minimum of five years' experience in shown responsibility for conflict resolution and application of policy (legal and organizational) surrounding employees. • The ideal candidate will have exceptional communication skills, will be able to handle difficult conversations with empathy, and will be able to make technically difficult recommendations and decisions with confidence and clarity. • Considerable knowledge of principles and practices of human resource management, dynamics of employee development and professional growth, and training program design and presentation. • Working knowledge of state and federal labor laws and regulations. • Excellent organizational skills and attention to detail. • Excellent time management skills with a proven ability to meet deadlines. • Proficient with Microsoft 365 or related software. In lieu of the above requirements, the incumbent may possess any combination of relevant education and experience which would demonstrate the individual's knowledge, skill, and ability to perform the essential functions of the job. How to Apply Please email a Resume and Cover Letter to: ***************** Oregon Coast Aquarium 2820 SE Ferry Slip Rd Newport, OR 97365 Phone: ************ Visit our website

Department: Human Resources Appointment Type and Duration: Regular, Ongoing Salary: Coordinator: $60,000-$70,000/year; Manager $65,000-$80,000/year Compensation Band: OS-OA06-Fiscal Year 2024-2025 FTE: 1.0 Application Review Begins open until filled. Special Instructions to Applicants • A resume of your educational and professional work experience, including dates of employment. • A cover letter which clearly describes how your knowledge, skills, and experience prepare you for the job responsibilities and requirements. Department Summary The mission of the Office of Human Resources is to strategically partner with the university community as a comprehensive, innovative, and results-oriented department modeled on the very best human resources practices. We deliver a variety of services and programs, which underscore a commitment to inclusiveness, respect, fairness, effective service delivery, and accountability. We strive to be proactive, consultative partners meeting the needs of employees and operations across the institution and to lead efforts to attract, retain, develop, and engage world-class faculty and staff. Working in UO Human Resources provides a unique opportunity to promote diversity, equity, and inclusion in our workforce. We strive to be champions for building and supporting a community that reflects a rich variety of racial and ethnic, socioeconomic, gender and sexual orientation, disability, cultural, and intersectional identities. We encourage applications from those whose experience has prepared them to contribute to our commitment to diversity and inclusion, from individuals who have been historically marginalized and currently underrepresented in higher education, individuals who may have taken time off for family reasons, or who have achieved excellence in non-traditional pathways outside of higher education. The HR Programs and Services unit manages the university's benefits, medical leaves, work-life, HR compliance, learning and development, and recognition programs for all employees. The unit provides HR support services to the campus community through the HR Service Center, and is responsible for generating and distributing HR communications to all university employees. The unit develops and maintains HR programs in collaboration with campus stakeholders to support university leadership and institutional priorities. HR Programs & Services is a unit within Human Resources in the Finance and Administration portfolio. Finance and Administration is a vibrant and varied portfolio serving all aspects of campus life. Our employees perform a wide range of functions including offering essential financial tools and support to the university's many departments, providing key resources to employees, and keeping campus safe, clean, accessible, and beautiful. Position Summary We are seeking to hire an Employee Development and Engagement professional at either the manager or coordinator level. In this role, you will play a pivotal role in fostering a positive and productive workplace climate by developing and implementing strategies to enhance employee development and engagement. You'll assess workplace climate; manage or support engagement initiatives, programs, events and resources; and provide coaching and consultation to institutional partners with the goal of continuously improving the employee experience within the organization. The key difference between the manager role and coordinator role is that the coordinator will play a supporting role to the Senior Associate Director while the manager will work more independently to oversee the associated programs. Minimum Requirements Employee Development and Engagement Coordinator: • Experience supporting programs, including setting goals, organizing, assessing engagement, and monitoring program quality and alignment. • Bachelor's degree in human resources, organizational psychology, or a related field; OR • Two years of experience in employee engagement, organizational development, or related HR roles. Employee Development and Engagement Manager: • Experience managing programs, including setting goals, organizing, assessing engagement, and monitoring program quality and alignment. • Bachelor's degree in human resources, organizational psychology, or a related field AND two years of relevant work experience in developing programs and/or developing and leading training; OR • Four years of experience in employee engagement, organizational development, or related HR roles. Professional Competencies • Understanding of employee engagement concepts, theories, and best practices. • Effective communication and interpersonal skills, with the ability to effectively engage and motivate diverse employee groups. • Demonstrated ability to gather, analyze, and interpret data to drive informed decision-making. • Creative and innovative mindset, with the ability to coordinate and maintain engaging and impactful initiatives. • Strong organizational and project management skills, with the ability to multitask and prioritize effectively. • Ability to work collaboratively in a team environment and build strong relationships at all levels of the organization. • Strong technical skills, including ability to use databases and Microsoft 365 (or similar) • Commitment to working effectively with people from a variety of diverse backgrounds in support of a welcoming and inclusive environment. • Ability to handle sensitive employee information appropriately and with discretion. Preferred Qualifications Coordinator: • Experience using employee engagement assessment tools and platforms. • Experience working in an institution of higher education. Manager: • Experience managing employee engagement assessment tools and platforms. • Experience working in an institution of higher education. FLSA Exempt: Yes All offers of employment are contingent upon successful completion of a background check. The University of Oregon is proud to offer a robust benefits package to eligible employees, including health insurance, retirement plans, and paid time off. For more information about benefits, visit ************************************** The University of Oregon is an equal opportunity, affirmative action institution committed to cultural diversity and compliance with the ADA. The University encourages all qualified individuals to apply and does not discriminate on the basis of any protected status, including veteran and disability status. The University is committed to providing reasonable accommodations to applicants and employees with disabilities. To request an accommodation in connection with the application process, please contact us at ********************* or ************. UO prohibits discrimination on the basis of race, color, religion, national origin, sex, sexual orientation, gender identity, gender expression, pregnancy (including pregnancy-related conditions), age, physical or mental disability, genetic information (including family medical history), ancestry, familial status, citizenship, service in the uniformed services (as defined in federal and state law), veteran status, expunged juvenile record, and/or the use of leave protected by state or federal law in all programs, activities and employment practices as required by Title IX, other applicable laws, and policies. Retaliation is prohibited by UO policy. Questions may be referred to the Office of Investigations and Civil Rights Compliance. Contact information, related policies, and complaint procedures are listed here. In compliance with federal law, the University of Oregon prepares an annual report on campus security and fire safety programs and services. The Annual Campus Security and Fire Safety Report is available online at ************************************************************************

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

Job ID 254115 Posted 29-Dec-2025 Service line GWS Segment Role type Full-time Areas of Interest Building Management, Engineering/Maintenance, Facilities Management, Project Management **People Business Partner** **About the Role:** As a CBRE 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 You'll Do:** + Assist with the development of onboarding, career ladders, succession 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 discipline and broad knowledge of several job disciplines within the function. + Lead by example and model behaviors that are consistent with CBRE RISE 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. + Travel to our sites which could be up to 30% monthly - drive and some overnight trips. **What You'll Need:** + Bachelor's Degree preferred with 5-8 years of relevant experience. In lieu of a degree, a combination of experience and education will be considered. + 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 mindset. + Sophisticated math skills. Ability to calculate mildly complex figures such as percentages, fractions, and other financial-related calculations. **CBRE Employee Benefits** + **Comprehensive medical, dental, vision** + **Disability benefit program** + **401k company matching** + **Paid time off and holidays** + **Company paid life insurance** + **Pet insurance** + **Paid parental leave** **Why CBRE?** **We invest in our employees' development. The core of our strategy is the view that development happens through three key activities: on-the-job learning, coaching and formal training. We provide employees with resources that support them in developing skills to enhance performance in their current role as well as for future roles.** CBRE carefully considers multiple factors to determine compensation, including a candidate's education, training, and experience. The minimum salary for the position is $85,000 annuallyand the maximum salary for the position is $100,000. The compensation that is offered to a successful candidate will depend on the candidate's skills, qualifications, and experience. Successful candidates may also be eligible for a discretionary bonus based on CBRE's applicable benefit program. **Equal Employment Opportunity:** CBRE has a long-standing commitment to providing equal employment opportunity to all qualified applicants regardless of race, color, religion, national origin, sex, sexual orientation, gender identity, pregnancy, age, citizenship, marital status, disability, veteran status, political belief, or any other basis protected by applicable law. **Candidate Accommodations:** CBRE values the differences of all current and prospective employees and recognizes how every employee contributes to our company's success. CBRE provides reasonable accommodations in job application procedures for individuals with disabilities. If you require assistance due to a disability in the application or recruitment process, please submit a request via email at recruitingaccommodations@cbre.com or via telephone at *************** (U.S.) and *************** (Canada). CBRE GWS CBRE Global Workplace Solutions (GWS) works with clients to make real estate a meaningful contributor to organizational productivity and performance. Our account management model is at the heart of our client-centric approach to delivering integrated real estate solutions. Each client is entrusted with a dedicated leader and is supported by regional and global resources, leveraging the industry's most robust platform. CBRE GWS delivers consistent, measurably superior outcomes for our clients at every stage of the lifecycle, and across industries and geographies. Find out more (******************************************************************************* CBRE, Inc. is an Equal Opportunity and Affirmative Action Employer (Women/Minorities/Persons with Disabilities/US Veterans)

Details Information Department Univ Human Resources Central (XHR) Position Title Executive 3-HR Job Title Chief Human Resources Officer Appointment Type Professional Faculty Job Location Corvallis 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's four 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 a comprehensive 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 at ********************************. 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 the for 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 at **********************************. Supplemental Questions