Human resources business partner jobs in Beaverton, OR - 90 jobs

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

* Developing, implementing, and setting priorities for a comprehensive human resources strategy and vision.* Advocating confidently to the Board and Department Directors regarding the value of HR, the realities of HR workload, and the necessity of resource allocation.* Proven business savvy, cultural competence, political understanding, and sensitivity with the ability to think ahead, anticipate issues, and proactively develop response plans are essential. Demonstrate strong business acumen.* Innovative strategic thinking and problem solving. Problems you encounter in this role require you to apply advanced management principles in a diverse and complex County government organization.* Deep commitment to intersectionality-centered equity and an ability to engage with diverse staff and leadership to promote collaboration and partnership across departments and levels of leadership.* Unwavering commitment to cultivating a work culture of safety, trust and belonging. Embraces the Workforce Equity Strategic Plan.* Set the tone for supervision by leading with humanity, dignity, and respect, ensuring that all employees feel valued and heard.* Ability to develop and monitor indicators of organizational culture and engage employees and senior leadership to create organizational change.* Overseeing and administering all Countywide HR programs, including Labor Relations, HRIS, Classification and Compensation, Benefits, Wellness, Organizational Learning, Organizational Change, and Talent Acquisition.* Establishing and communicating clear expectations and standardized policies to ensure consistency across all departments.* Championing the Centralization/Shared Services implementation by clarifying roles, streamlining complex processes, and reducing administrative burdens on HR staff.* Demonstrating expertise in Change Management to address high-priority shifts in operations, ensuring staff are supported through the transition of the Shared Services.* Minimum of 6 years of increasingly responsible professional experience in government, community, or educational programs related to Human Resources* Experience managing and working in a Union (represented) environment.* Demonstrated experience communicating complex human capital strategies and organizational data clearly and persuasively to diverse audiences, ranging from frontline employees and union representatives to executive leadership and the Board of Commissioners* Substantial experience in budget planning, financial management, and resource optimization. Examples include managing multi-million dollar departmental budgets, forecasting personnel costs, and overseeing capital expenditures for HR initiatives.* Demonstrated ability to guide the organization through complex changes with care and clarity, transforming HR goals into meaningful outcomes that inspire genuine collaboration and actively support the success of our diverse teams.* Advanced HR Certification (SPHR, SHRM-SCP, etc)**Preferred Qualifications/Transferable Skills:** You do not need to have the following preferred qualifications/transferable skills to qualify. However, keep in mind we may consider some or all of the following when identifying the most qualified candidates. Please clearly explain on your application how you meet any of the following preferred qualifications/transferable skills.* Master's Degree* Minimum of 8 years of experience in a Senior Level role focused on Human Resources with direct supervisory experience including managers.* Public Sector/Governmental Experience: Direct, substantial experience in a large county, state, or municipal government or other comparable complex public-sector entity.**\*Transferable skills:**Your transferable skills are any skills you have gained through education, work experience (including the military) or life experience that are relevant for this position. Be sure to describe any transferable skills on your application and clearly explain how they apply to this position.**Required:** A resume covering relevant experience and education. Please be sure your resume includes the following for each employer: name of employer, location, dates of employment, your title, a brief summary of your responsibilities, the number of employees under your supervision.**Required:** A cover letter that expands on your resume, addresses why you are interested in this position and demonstrates how your experience and skill set align with the minimum and preferred qualifications listed. If you have **centralized** HR experience please highlight in the cover letter.**Note:**The application, resume and cover letter should demonstrate your work experience/skills and how it is related to those shown in the Overview and To Qualify sections of the job announcement. Please be thorough, as these materials may be scored and determine your eligibility for an interview.* Initial review of minimum qualifications: We may do an additional preferred review and/or send out additional supplemental questions to identify those highest qualified.* Consideration of top candidates: We will consider qualified candidates in order of rank and score from the list of eligible candidates. This may include panel interview(s), a hiring interview, and/or additional testing to determine the best candidates for a position.* Background check and reference checks: All finalists must pass a thorough reference check**Multnomah County offers an exceptional benefits package**, including employer-funded retirement savings; health and dental insurance at very low cost to full-time employees and their dependents; paid parental leave; wellness programs; a focus on work-life balance; and much more. Find more details on our**Equal Pay Law:** Please be advised that the pay range listed for this position is intended to provide general guidance on the earning potential for the role. However, actual compensation will be determined in accordance with the Oregon Equal Pay Law and will take into account factors such as the candidate's relevant experience, education, seniority, training, and/or tenure. Candidates should expect that initial offers will be made within the listed pay range and may not be at or near the top of the range.**Hybrid Telework:** This position is designated as “hybrid telework,” meaning you will be working both remotely (from home) and in person at an onsite location. The designation of Hybrid Telework may be subject to change at a future time. All employees must reside in Oregon or Washington; the county cannot support ongoing telework from other locations. The onsite work location for this position is the Multnomah Building: 501 SE Hawthorne Blvd, Portland, OR 97214 **Work Location:** This position works onsite at the Multnomah Building: 501 SE Hawthorne Blvd, Portland, OR 97214 ****Serving the Public During Disasters:**** All County employees have a role in serving the public during inclement weather, natural disaster, or other types of community emergency response. During these emergency responses, county employees may ultimately be reassigned from their current position to a role in the emergency response to support the critical needs presented by our communities. #J-18808-Ljbffr

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

Twist is seeking a dedicated and experienced Manager, Human Resources Business Partner (HRBP) to provide hands-on HR support and consulting to our rapidly expanding Global Commercial organization (Sales, Marketing, and Customer Support). This role reports to the Senior Vice President, Human Resources and will work in close partnership with our entire HR team. As we scale our commercial team in response to strong customer adoption of our NGS and Synthesis products, this manager will be key to enabling their success. We are looking for an individual who is ready to roll up their sleeves and expertly handle day-to-day people decisions while beginning to step into a more strategic partnership role with our global commercial leaders. What You'll Be Doing Business Partnership & Consulting Trusted Advisor: Serve as a primary HR contact, partnering with commercial leaders to enable their success by providing expertise on routine people issues and strategies. Problem Solving: Bring practical and effective solutions that address the immediate needs of the commercial department while considering the broader implications for Twist and our HR strategies. Leadership Enablement: Apply a broad HR skill set to coach managers and evolve the department's effectiveness. This includes, but is not limited to, performance management, talent assessment, organizational design and development, workforce planning, and supporting change management initiatives. HR Operations & Compliance Process Execution: Execute global and local HR processes (e.g., talent management, succession planning, annual performance reviews, development planning, compensation planning) ensuring alignment to and execution of established Twist-wide policies and procedures. Proactive Issue Resolution: Help identify and solve talent issues at the manager level before they affect the business (e.g., HiPo retention efforts, addressing poor performance, skill-gap identification). Recruitment Support: Contribute to the assessment and selection when recruiting for commercial team members, including key leaders and other critical positions. Compliance: Ensure all HR practices within the area of responsibility comply with legislative, regulatory requirements, standards, and other relevant policies in both US and EU business areas, following ISO 13485 requirements. Employee Relations (ER): Triage and respond to employee relations issues (e.g., employee concerns or complaints, worker's compensation cases) and serve as the go-to HR team member for the commercial team's questions and concerns. Global Adaptation: Implement our HR strategies and projects with sensitivity for and adaptation to local cultural business norms to support our global workforce. What You'll Bring to the Team 5+ years of progressively responsible HR experience, with at least 2+ years in an HR Business Partner role supporting commercial/sales teams. Industry Knowledge: Experience in the Biotech or Pharmaceutical industry is a strong asset. Experience applying a range of HR skills, from leadership enablement to talent assessment. JMust have the ability to make effective recommendations to resolve problems or issues, using judgment that is consistent with standards, practices, policies, procedures, regulation, or government law in both US and EU business areas. Ability to objectively coach employees and management through complex and difficult issues to drive us toward a high-performing organization. Team player with a strong ethical orientation, proven track record of high performance, strong aptitude for listening, collaborating, and problem-solving. Demonstrates cultural humility to ensure success when partnering and enabling our diverse workforce, including our global leaders. Strong business acumen, excellent verbal/written communication skills, and the ability to organize and prioritize work. Ability to travel domestically and internationally as required to attend commercial team meetings (~15-20%). Preferred Qualifications Previous work experience in a non-HR role at some point during your career (i.e., bringing direct, applied business experience to your HR career). Background in employment law and other government compliance regulations. Experience supporting employees and leaders in Asia-Pacific Regions. The base cash compensation for this California-based role is below. In addition to base salary, this role is eligible for bonus, equity, and a generous benefits package. Final compensation amounts are determined by multiple factors, including candidate skill, experience, expertise, and location and may vary from the amount listed above. Compensation may be different in other locations.San Francisco Bay Area Pay Range$145,000-$186,000 USD

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

Central Transport is one of the nation's most trusted and technologically advanced Less-Than-Truckload (LTL) carriers. With an ever-growing network of terminals nationwide, our team of dedicated professionals provide safe and efficient service to the United States, Canada, and Mexico. Our Growth is Creating Great Opportunities! Our team is expanding, and we want to hire the most talented people we can. Continued success depends on it! Once you've had a chance to explore our current open positions, apply to the ones you feel suit you best and keep track of both your progress in the selection process, and new postings that might interest you! Thanks for your interest in working on our team! Central Transport LLC is one of the nation's most reliable and technologically advanced LTL (Less-than-Truckload) carriers to date. We are privately owned and have been servicing manufacturing & retail companies of all sizes for almost 90 years now. With over 200 locations around the country, we pride ourselves on the continuous expansions that we have made and are still making strides to improve our operation systems to better service our wide network of clientele. For example, we have recently implemented 25 next-day hubs in our network to provide immediate, essential services for our customers overnight. We also hold the industry's most modern fleet with our tractors & trailers having an average age of 2.5 years old. Earlier this year, our business levels have reached the highest they've ever been; breaking our personal record that had been set the previous year. We like to credit our growing success with our ability to develop and provide opportunity for our team of employees so they can make advancements within our company. Our employees enjoy a competitive salary and benefits package, including: 401k, Paid Time Off (PTO), Medical/Dental Insurance, Flexible Spending Account, and Life Insurance. Candidate must be able to work a flexible schedule of: (0730-1730) ~ (Monday-Friday) Regional Employee Relations Manager - Pacific NW **This is a high volume recruitment role** The ideal candidate will possess the following: · Self-motivated and self-starter · Excels in a fast-paced and constantly changing environment/workload · A winning mindset, unbiased thought process and can-do attitude · High attention to detail and organization skills · Ability to communicate with a diverse population of candidates and employees · Keen insight to prioritize workload according to the local needs of the terminal, as well as the General Office ·High Volume recruitment experience. Duties include, but are not limited to: · Hiring, training and retention strategies for company drivers and dock workers. · Monitoring and managing the disciplinary process of the labor group with the Terminal Manager and management staff · Audit and manage the on-boarding and retention of labor force · Assist in handling Employee Hot Line phone calls and general support in conflict resolution regarding the labor force · Fielding questions and issues on labor force's FMLA, benefits and general HR inquiries. · Willingness to travel 30-50% within region.

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

Current employees: Please apply through the employee portal to be considered for this opportunity. Pay Range: $167,876.79 - $268,604.58 Annual Department: Non-Departmental Job Type: Regular Non-Represented Exemption Status: United States of America (Exempt) Closing Date (Open Until Filled if No Date Specified): January 20, 2026 The Opportunity: Overview Multnomah County is looking for our next Chief Human Resources Officer (CHRO) who is a seasoned trauma-informed strategic leader with proven experience navigating complex organizational change and cultivating a culture of safety, trust, and belonging. As an advisor to executive leadership, elected officials, and a member of the leadership team, the CHRO leads a team of HR professionals serving more than 6,500 Multnomah County employees. The CHRO develops and implements strategies to drive retention within HR. The CHRO also partners, builds relationships, and negotiates contracts with 13 labor unions - collaborating with them in problem-solving. The CHRO oversees a budget of $180 million and is responsible for developing metrics, reporting on HR programs, and advocating for the necessary resources and staffing levels to support the sustainability of quality and timely HR services. This is an opportunity to lead a critical role in optimizing HR practices across Multnomah County. The County is transitioning from a decentralized to a shared services HR model. The CHRO will lead the organization through this significant structural change, provide clear countywide policy direction, and support department HR teams. The CHRO will set the vision and strategic direction for HR operations. They will develop and implement innovative practices to bolster HR programs, ensure compliance with laws, and establish the County as an employer of choice. This includes implementing the County's comprehensive Workforce Equity Strategic Plan (WESP), which will further promote equitable opportunities and foster a countywide culture of safety, trust, and belonging. Responsibilities in this role will include:Strategic Leadership & Vision Developing, implementing, and setting priorities for a comprehensive human resources strategy and vision. Advocating confidently to the Board and Department Directors regarding the value of HR, the realities of HR workload, and the necessity of resource allocation. Proven business savvy, cultural competence, political understanding, and sensitivity with the ability to think ahead, anticipate issues, and proactively develop response plans are essential. Demonstrate strong business acumen. Innovative strategic thinking and problem solving. Problems you encounter in this role require you to apply advanced management principles in a diverse and complex County government organization. Organizational Culture, Equity & Belonging Deep commitment to intersectionality-centered equity and an ability to engage with diverse staff and leadership to promote collaboration and partnership across departments and levels of leadership. Unwavering commitment to cultivating a work culture of safety, trust and belonging. Embraces the Workforce Equity Strategic Plan. Set the tone for supervision by leading with humanity, dignity, and respect, ensuring that all employees feel valued and heard. Ability to develop and monitor indicators of organizational culture and engage employees and senior leadership to create organizational change. Operations, Shared Services & Change Management Overseeing and administering all Countywide HR programs, including Labor Relations, HRIS, Classification and Compensation, Benefits, Wellness, Organizational Learning, Organizational Change, and Talent Acquisition. Establishing and communicating clear expectations and standardized policies to ensure consistency across all departments. Championing the Centralization/Shared Services implementation by clarifying roles, streamlining complex processes, and reducing administrative burdens on HR staff. Demonstrating expertise in Change Management to address high-priority shifts in operations, ensuring staff are supported through the transition of the Shared Services. Communication, Partnership & Customer Service Commitment to keeping people informed by using compassionate, clear, trauma-informed language to communicate with staff and foster open communication, trust, and transparency. The CHRO should be highly visible within the County organization, proactively communicating with departments. Create genuine feedback loops (e.g., surveys, collaboration) to listen to staff concerns and take accountability for results. Serve as a collaborative partner with departments, ERG's, Unions, working seamlessly to support County operations and the achievement of the County's goals. Possess the organizational understanding to view County departments as internal customers, deeply grasping their unique work environments. Customer focused approach. The CHRO must bring a commitment to customer service and expectations of efficiency and responsiveness. Labor Relations, Compliance & Staff Development Providing strong leadership to mentor staff and help teams grow. Possessing deep subject matter depth in labor relations to act as a definitive decision-maker on the most complex issues. Responding to and resolving confidential and sensitive inquiries, investigating complaints, and ensuring compliance with federal, state, and local laws and regulations. Championing fair, equitable workplace policies that strengthen employee trust and support a collaborative environment. To Qualify We will consider any combination of relevant work experience, volunteering, education, and transferable skills as qualifying unless an item or section is labeled required. Please be clear and specific about how your background is relevant. Minimum Qualifications/Transferable Skills: A Bachelor's degree or equivalent related work experience AND Minimum of 6 years of increasingly responsible professional experience in government, community, or educational programs related to Human Resources Experience managing and working in a Union (represented) environment. Demonstrated experience communicating complex human capital strategies and organizational data clearly and persuasively to diverse audiences, ranging from frontline employees and union representatives to executive leadership and the Board of Commissioners Substantial experience in budget planning, financial management, and resource optimization. Examples include managing multi-million dollar departmental budgets, forecasting personnel costs, and overseeing capital expenditures for HR initiatives. Demonstrated ability to guide the organization through complex changes with care and clarity, transforming HR goals into meaningful outcomes that inspire genuine collaboration and actively support the success of our diverse teams. Advanced HR Certification (SPHR, SHRM-SCP, etc) Preferred Qualifications/Transferable Skills: You do not need to have the following preferred qualifications/transferable skills to qualify. However, keep in mind we may consider some or all of the following when identifying the most qualified candidates. Please clearly explain on your application how you meet any of the following preferred qualifications/transferable skills. Master's Degree Minimum of 8 years of experience in a Senior Level role focused on Human Resources with direct supervisory experience including managers. Public Sector/Governmental Experience: Direct, substantial experience in a large county, state, or municipal government or other comparable complex public-sector entity. *Transferable skills: Your transferable skills are any skills you have gained through education, work experience (including the military) or life experience that are relevant for this position. Be sure to describe any transferable skills on your application and clearly explain how they apply to this position. Screening and Evaluation Your completed application must include the following items: Required: A completed online application. Required: A resume covering relevant experience and education. Please be sure your resume includes the following for each employer: name of employer, location, dates of employment, your title, a brief summary of your responsibilities, the number of employees under your supervision. Required: A cover letter that expands on your resume, addresses why you are interested in this position and demonstrates how your experience and skill set align with the minimum and preferred qualifications listed. If you have centralized HR experience please highlight in the cover letter. Note: The application, resume and cover letter should demonstrate your work experience/skills and how it is related to those shown in the Overview and To Qualify sections of the job announcement. Please be thorough, as these materials may be scored and determine your eligibility for an interview. The Selection Process: For details about how we typically screen applications, review our overview of the selection process page. We expect to evaluate candidates for this recruitment as follows: Initial review of minimum qualifications: We may do an additional preferred review and/or send out additional supplemental questions to identify those highest qualified. Consideration of top candidates: We will consider qualified candidates in order of rank and score from the list of eligible candidates. This may include panel interview(s), a hiring interview, and/or additional testing to determine the best candidates for a position. Background check and reference checks: All finalists must pass a thorough reference check Additional Information: This recruitment may be used to fill full-time, part-time, temporary, limited duration and on-call positions. Type of Position: This is an Unclassified Executive position that is salaried, FLSA Exempt, and not eligible for overtime pay. Multnomah County offers an exceptional benefits package, including employer-funded retirement savings; health and dental insurance at very low cost to full-time employees and their dependents; paid parental leave; wellness programs; a focus on work-life balance; and much more. Find more details on our benefits website. Equal Pay Law: Please be advised that the pay range listed for this position is intended to provide general guidance on the earning potential for the role. However, actual compensation will be determined in accordance with the Oregon Equal Pay Law and will take into account factors such as the candidate's relevant experience, education, seniority, training, and/or tenure. Candidates should expect that initial offers will be made within the listed pay range and may not be at or near the top of the range. Hybrid Telework: This position is designated as “hybrid telework,” meaning you will be working both remotely (from home) and in person at an onsite location. The designation of Hybrid Telework may be subject to change at a future time. All employees must reside in Oregon or Washington; the county cannot support ongoing telework from other locations. The onsite work location for this position is the Multnomah Building: 501 SE Hawthorne Blvd, Portland, OR 97214 Work Location: This position works onsite at the Multnomah Building: 501 SE Hawthorne Blvd, Portland, OR 97214 Serving the Public During Disasters: All County employees have a role in serving the public during inclement weather, natural disaster, or other types of community emergency response. During these emergency responses, county employees may ultimately be reassigned from their current position to a role in the emergency response to support the critical needs presented by our communities. In accordance with Oregon Law, Multnomah County is not collecting school attendance dates in the initial application process; please do not include these dates in your resume, cover letter and other application materials. Diversity and Inclusion: At Multnomah County, we don't just accept difference; we value it and support it to create a culture of dignity and respect for our employees. We are proud to be an Equal Opportunity Employer. We evaluate qualified applicants without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, veteran or protected veteran status, genetic information and other legally protected characteristics. The EEO Know Your Rights poster is available for your reference. Multnomah County is a VEVRAA Federal Contractor. We request priority protected veteran referrals. Veterans' Preference: Under Oregon Law, qualifying veterans may apply for veterans' preference. Review our veterans' preference page for details about eligibility and how to apply. Accommodation under the Americans with Disabilities Act: We gladly provide reasonable accommodation to anyone whose specific disability prevents them from completing an application or participating in this recruitment process. Please contact the recruiter below in advance to request assistance. Individuals with hearing or speech impairments may contact the recruiter through the Telecommunications Relay Service by dialing 711. Questions? Recruiter: Cole Whitehurst Email: ************************* Phone: **************** Application information may be used throughout the entire selection process. This process is subject to change without notice. Disclaimer: This announcement is intended as a general descriptive recruitment guide and is subject to change. It does not constitute either an expressed or implied contract. Job Profile: 9668 - Chief Human Resources Officer

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

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.

**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.

Join the City of Gresham's Human Resources Department as a Human Resources Business Partner! We are seeking a collaborative, knowledgeable, and solutions-oriented HR professional to provide strategic support to departments, employees, and leadership across the City. This is an excellent opportunity to make a meaningful impact by fostering a fair, compliant, and engaging workplace culture. As Oregon's fourth-largest city, Gresham is a welcoming community of hard-working people where tradition and heritage meet innovation and opportunity. Gresham is a dynamic and rapidly growing city where families and businesses have a mutual desire and drive to thrive. City of Gresham employees care deeply about the community they serve and go 'one step beyond' to deliver services in collaborative, inventive, practical, and nimble ways. Our work is challenging, fast-paced and rewarding. We believe that to deliver the highest level of service to all Gresham community members, it is crucial we employ a diverse workforce, foster an inclusive working environment, and ensure our policies and systems result in equitable outcomes. The City seeks candidates who will support these values by continuously incorporating equity in their daily work and actively contributing to a workplace culture that respects unique viewpoints, life experiences and cultural perspectives. Come build the future with us. The Human Resources Business Partner (HRBP) serves as a trusted advisor to City leaders, managers, and employees. This position focuses on employee and labor relations, policy development, performance management, and HR process improvement. You will work directly with leadership to interpret and apply employment laws, contracts, and policies while ensuring consistency, fairness, and equity. What you will get to do: Workforce planning and employment: * Advise managers and supervisors in the interpretation and application of Union contracts, City policies and procedures * Provide professional guidance on human resources management related issues * Set the example by following policies and procedures * Complete administrative tasks correctly and on time * Prioritize and plan work activities; use time efficiently; plan for additional resources; set goals and objectives; organize or schedule other people and their tasks; develop realistic action plans * Maintain and control, confidential employee files; maintain accurate central employee records; provide accurate employee data to requesting managers * Compile data from personnel records and prepare reports * Show respect and sensitivity for cultural differences; educate others on the value of diversity; promote a harassment-free environment; build a diverse workforce Strategic Management: * Look for ways to improve and promote quality; demonstrate accuracy and thoroughness * Treat people with respect; keep commitments; inspire the trust of others; work with integrity and ethically; uphold organizational values * Exhibit sound and accurate judgment; support and explain reasoning for decisions; include appropriate people in decision-making process; make timely decisions * Demonstrate persistence and overcoming obstacles; measure self against standard of excellence Employee Relations: * Approach others in a tactful manner; react well under pressure; treat others with respect and consideration regardless of their status or position; accept responsibility for own actions; follow through on commitments * Respond to requests for service and assistance; maintain customer focus attitude and fulfill timeline commitments * Offer professional counseling and consoling to employees as needed; mediate problems that can't be resolved through other channels; reconcile personnel grievances * Manage difficult or emotional situations; respond promptly to employee needs; solicit feedback to improve service * Identify and resolve problems in a timely manner; gather and analyze information skillfully; develop alternative solutions; work well in group problem solving situations; use reason even when dealing with emotional topics; pursue training and development opportunities; strive to continuously build knowledge and skills; share expertise with others * Focus on solving conflict, not placing blame; maintain confidentiality; listen to others without interrupting; keep emotions under control; remain open to others' ideas and demonstrate willingness to try new things * Support position classifications, performance management, and employee development processes. * Serve as the first point of contact for employee benefits, leaves of absence, and accommodation requests. * Contribute to HR projects and initiatives that improve service delivery and workplace culture. * Other duties as assigned. Qualities we are looking for: * Knowledge: Thorough knowledge of HR procedures and policies, and knowledge of HR federal laws and regulations. * Skills: Excellent communication skills, interpersonal skills, ethics, and cultural awareness. * Technical: Advanced knowledge of MS Office and HRIS systems, and comfortable learning new technical systems as needed. * Mindset: Exhibits sound and accurate judgment, supports and explains reasoning for decisions, and works with integrity and ethically. This position is primarily office-based with a standard Monday through Friday schedule; however, occasional work outside of normal hours may be required to support City operations that run 24/7. The role involves moderate computer use, meetings, and regular interaction with City employees at all levels. Knowledge of: * Laws, rules, regulations, ordinances, and collective bargaining agreements affecting City policies and operations * City government administration, organization, functions, and services * Principles and practices of personnel administration * Data gathering, analysis, and research * Modern office practices and methods, computer equipment, and software applications Ability to: * Exercise discretion in confidential and sensitive matters * Interpret, apply, and ensure compliance with applicable policies, procedures, laws, and regulations * Analyze problems, identify alternative solutions, assess consequences of proposed actions, and implement recommendations * Analyze and interpret data; draw valid conclusions; develop reports * Establish and maintain effective working relationships with all internal and external contacts * Operate office equipment and technology tools including personal computers, laptop computers and printers, and presentation equipment * Communicate effectively verbally and in writing; present information, proposals, and recommendations clearly and persuasively MINIMUM QUALIFICATIONS: * Bachelor's degree in Business Administration, Public Administration, Human Resources Management, or other related field of study. * One (1) to four (4) years of related, full-time work experience. Any combination of qualifying education, training, and/or experience equivalent to 5-8 years will be considered. Preferred Qualifications: * Three (3) to Six (6) years of related, full-time work experience * Public sector experience * PHR, SPHR, SHRM-CP, SHRM-SCP or other related certification To apply for this position, click 'Apply' at the top of this job posting. Required application materials: * Complete online application (Do not type 'see resume' in any fields or leave work experience fields blank in the application template.) * Answers to supplemental questions The City of Gresham offers a comprehensive and equitable base salary within the listed range based on your experience, skills, and education verified in your application. We encourage you to clearly describe how you meet the minimum and preferred qualifications and essential attributes in your application materials. Learn more about Oregon Equal Pay. If you desire a modification of this process to accommodate a disability, please provide your request in writing to ******************************, or by phone to ************, upon submitting the required application documents. A review of application materials including your response to supplemental questions submitted will determine which candidates will be invited to an interview. Communication with candidates will be done primarily through e-mail. Sometimes these messages may land in a spam or junk mail folder. We encourage you to monitor your inbox as well as the inbox within the governmentjobs.com portal for important updates related to this process. Veteran's Preference The City of Gresham provides qualifying veterans and disabled veterans with preference in employment in accordance with state law. Any candidate wishing to have their qualifying veteran's preference applied to the process must submit a qualifying document (DD Form 214 or 215) at the time of application providing proof of eligibility that includes discharge status. Disabled veterans must also submit a copy of their Veteran's disability preference letter from the US Department of Veteran Affairs at the time of application, unless the information is included in the DD Form 214 or 215. Our Commitment The City of Gresham is committed to providing equal employment opportunity to all qualified employees and applicants without unlawful regard to race, color, religion, sex (including pregnancy, childbirth, and related medical conditions), sexual orientation, gender identity, national origin, age, mental or physical disability, genetic information, veteran status, marital status, familial status, or any other status protected by applicable federal, Oregon, or local law.Please direct questions about this position to ************ or ******************************. If you need assistance with the online application, please contact NEOGOV directly at **************. Any offer of employment is contingent upon successful completion of a criminal background check.

Hydro Global Business Services (GBS) is an organizational area that operates as an internal service provider for the Hydro group. Its ultimate purpose is to deliver relevant IT, financial and HR business services to all business areas within the company. What we offer you At Hydro, you'll step into a senior leadership role with real influence-shaping Talent Acquisition across North America while working in a global, purpose-driven organization. We offer: * A senior leadership opportunity with visibility and impact across the business * The chance to grow and strengthen GBS HR services in a global organization * Broad exposure to business leaders and global HR networks * Competitive compensation and bonus opportunity * A comprehensive U.S. benefits package designed to support your health, wellbeing, and financial security, including: * Medical, dental, and vision coverage with multiple plan options * Health Savings Account (HSA) and Flexible Spending Accounts (FSA) * Mental wellbeing support, including an Employee Assistance Program (EAP) * Company-paid life, AD&D, short-term, and long-term disability insurance * 401(k) retirement plan with company match and additional company contributions * Voluntary benefits such as critical illness, accident, identity protection, and pet insurance * Pay Range: $166,000 - $203,000 Location: Remote What you will be doing? As Head of Talent Acquisition - North America, you will shape how Hydro attracts, engages, and hires talent across the U.S. and Canada. Leading a geographically dispersed team within Hydro's Global Business Services (GBS) model, you will combine strategic leadership with full operational accountability-delivering high-quality recruitment at scale while strengthening partnerships with the business. In this role, you will: * Set and execute the North America Talent Acquisition strategy aligned to business priorities and workforce plans * Act as a trusted advisor to HR and business leaders on talent needs, labor market trends, and hiring decisions * Own end-to-end recruitment delivery for approximately 2,500 hires annually, ensuring a consistent, high-quality candidate and hiring manager experience * Lead key talent priorities including early careers, university relations, technical and engineering recruitment, and employer branding * Grow adoption and impact of GBS Talent Acquisition services through standardization, insight, and measurable results * Lead, coach, and develop a high-performing TA team, building capability in sourcing, assessment quality, stakeholder management, and analytics * Personally support executive and business-critical hiring when needed What will make you successful? You bring a strong blend of strategic perspective, operational rigor, and people leadership, with the ability to influence at senior levels and deliver results in a complex environment. You will be successful if you have: * A bachelor's degree in HR, Business, or a related field * 8-12 years of Talent Acquisition experience, including at least 3 years in a leadership role * Experience leading recruitment in a manufacturing, industrial, or technically complex environment * Proven success managing distributed teams and high-volume hiring * A data-driven approach to decision-making and continuous improvement * Strong stakeholder management and influencing skills across all levels of the organization * Experience working within a shared services or GBS model * Familiarity with modern TA technologies (ATS, CRM, analytics, AI-enabled tools) Equal opportunities Hydro values diverse skills and perspectives among employees. We encourage all qualified candidates to apply. Qualified applicants will be considered regardless of race, religion, nationality, ethnicity, age, gender, sexual orientation, gender identity or expression, protected veteran status, or disability. We strive to provide equal opportunities for all to contribute and succeed with us. Applications from severely disabled and equally disabled people will be considered with equal suitability. Possible work locations Why Hydro? Are you looking to make a real impact? For over a century, our people have been the driving force in solving some of the world's most pressing issues - and we hope you'll join us in solving the next century's. Whether you're working to close the loop at one of our recycling facilities or ensuring efficient renewable energy processes to decarbonize aluminium production, your contributions make an impact in our shared purpose of propelling our industries and the world into a greener future. Why Hydro? Are you looking to make a real impact? For over a century, our people have been the driving force in solving some of the world's most pressing issues - and we hope you'll join us in solving the next century's. Whether you're working to close the loop at one of our recycling facilities or ensuring efficient renewable energy processes to decarbonize aluminium production, your contributions make an impact in our shared purpose of propelling our industries and the world into a greener future. A job where you make a difference A key part of succeeding in this mission involves encouraging a collegial environment where our differences are acknowledged as our greatest competitive advantage. Your diverse perspective makes us stronger. Our global diversity, inclusion and belonging program enables us to cultivate a high-performing and inclusive workplace where everyone feels valued. Your career journey is unique. We strive to provide you with the support needed to achieve your full potential. With our global reach, inclusive culture, and cutting-edge technology you'll have the opportunity to build a career that aligns with your strengths and passions. Join our global community of over 30,000 people with a presence in 40 countries and united by the values of Care, Courage and Collaboration. At Hydro, you have the chance to make a difference in the industries that matter. Explore our world and the heart of our operations. A job where you make a difference A key part of succeeding in this mission involves encouraging a collegial environment where our differences are acknowledged as our greatest competitive advantage. Your diverse perspective makes us stronger. Our global diversity, inclusion and belonging program enables us to cultivate a high-performing and inclusive workplace where everyone feels valued. Your career journey is unique. We strive to provide you with the support needed to achieve your full potential. With our global reach, inclusive culture, and cutting-edge technology you'll have the opportunity to build a career that aligns with your strengths and passions. Join our global community of over 30,000 people with a presence in 40 countries and united by the values of Care, Courage and Collaboration. At Hydro, you have the chance to make a difference in the industries that matter. Explore our world and the heart of our operations. A job where you make a difference A key part of succeeding in this mission involves encouraging a collegial environment where our differences are acknowledged as our greatest competitive advantage. Your diverse perspective makes us stronger. Our global diversity, inclusion and belonging program enables us to cultivate a high-performing and inclusive workplace where everyone feels valued. Your career journey is unique. We strive to provide you with the support needed to achieve your full potential. With our global reach, inclusive culture, and cutting-edge technology you'll have the opportunity to build a career that aligns with your strengths and passions. Join our global community of over 30,000 people with a presence in 40 countries and united by the values of Care, Courage and Collaboration. At Hydro, you have the chance to make a difference in the industries that matter. Explore our world and the heart of our operations. About Hydro * Hydro is a leading aluminium and renewable energy company committed to a sustainable future * Founded: 1905 * Number of employees: 32,000 * Company presence in around 40 countries worldwide * President and CEO: Eivind Kallevik Learn more about Hydro Get to know us Purpose and values Hydro worldwide History and heritage Career areas Meet our people Hydro's talent community Can't find the right job? Be the first one to learn about new job opportunities that might be a perfect fit for you. Join Today Hydro's talent community Can't find the right job? Be the first one to learn about new job opportunities that might be a perfect fit for you. Join Today Nearest Major Market: Pittsburgh

Full-time Description Director of Human Resources & Benefits Reports To: Deputy Director of Workplace Culture & Operations Classification: Full-time, 1.0 FTE FLSA Status: Exempt Compensation: $96,000 to 120,000 DOE ORGANIZATION BACKGROUND Latino Network's mission is: Leading with love, we cultivate our staff and community as a powerful force for radical social change. We do this through Latino community-driven programs, advocacy, and service. Our work springs from the core belief in Latino community self-determination, that is, the ability of community members to participate meaningfully in the decisions that affect their lives and the lives of their families. We actively partner across a variety of city, county, state, and community organizations to deliver training and support, a wide range of services, as well as influence policy. BENEFITS & PERKS Latino Network provides a generous benefits package that includes: Health Plans including Medical, Dental, Vision, and Alternative Care FSA - Flexible Spending Account for Medical & Dependent Care expenses 401k Plan with Match Employee Assistance Program Employer sponsored Life, AD&D, and Long-Term Disability Insurance Paid Leave (Vacation, Sick, Sabbatical) Professional development opportunities Self - Care perks Team and family events POSITION DESCRIPTION The Director of HR & Benefits serves as a key member of the Leadership Team responsible for developing and executing human resource and benefits policies, practices, and strategies in alignment with agency values and objectives. With strategic leadership and a strong partnership mindset, this role works to inspire and drive both individual and agency growth and serves as a champion for best practice consistency, continuous evolution, and improvement along the entire employment lifecycle. RESPONSIBILITIES: Leads, oversees, and supports the Human Resources department and all agency employee Benefits administration, including but not limited to health, 401K, time off plans, tenure and recognition awards, and Workers Compensation in alignment with Latino Network's mission and values. Leads HR legal compliance across the full employee lifecycle, including recruitment, onboarding, performance management, discipline, separation, benefits, and record retention, ensuring policies and practices align with employment law, risk management standards, and organizational values. Identifies, influences, supports, and implements opportunities for improvements across areas related to HR & Benefits: i.e. recruitment and retention, employee engagement, training and development, performance management, benefits, employee perks, and workplace culture. Assists in coaching agency leaders and supervisors on people practices for a high-performance culture in alignment with the agency's core values and mission, including providing end-to-end employee relations and sourcing support from external contracted partners and internal HR team staff as needed. Oversees new hire onboarding and off-boarding process and experience for team members at Latino Network including specific oversight of Paylocity related functions to achieve these outcomes. Strengthens best practices for teamwork and leadership, and introduces new methods to support staff. Leads and coordinates strategic analysis of Latino Network benefits programs and recommends areas for improvement to help attract and retain staff in alignment with agency values and compliance. Attends all staff and program team meetings as needed to assist with and ensure awareness and alignment with Agency HR & benefits policies and practices. Manages relationships with contracted human resources partners, DEI consultants, Benefit Consultants, HRIS Systems, and other project contractors, in consultation and collaboration with the Deputy Director of Workplace Culture & Operations. Work with compensation consultants to regularly analyze wage and salary reports and data to determine and assist in ensuring the Agency maintains a competitive and equitable compensation plan. Advise supervisors and staff of HR related policies and procedures, in consultation and collaboration with the Deputy Director of Workplace Culture & Operations. Oversees and continuously reviews all agency Employee and Supervisor HR forms for accuracy, and directs HR staff to make updates as necessary. Consults with HR consulting firm and/or legal counsel as needed to ensure that policies and practices comply with federal and state law. Prepare and manage the annual HR department budget in collaboration with and consultation from the Deputy Director of Workplace Culture & Operations. Oversees the analysis, maintenance, and communication of human resources records required by law or local governing bodies. Responsible for HR & Benefits related vendor contract negotiation and approvals, and serves as a decision maker point of contact. Partners with the Board of Directors on Executive Directors' employment administration, including performance management, compensation review, coaching support, and compliance with employment policies in alignment with organizational values and strategic goals. Evaluates new and existing HR related processes for effectiveness using tools such as surveys, focus groups, participant feedback, and consulting with partner agencies. Serves as a member of the agency Leadership team, agency annual In-Service planning team, and represents Latino Network at meetings and events as assigned. Leads the Supervisors Training and Development Committee and Internal Disability Justice Committee. Supervises HR & Benefits staff, including but not limited to HR Manager, HR Project and Benefits Manager, Senior HR & Workplace Culture Coordinator. Carries out supervisory responsibilities in accordance with the organization's policies and applicable laws. Specific supervisory responsibilities include interviewing, hiring, training, planning, assigning, and directing work to meet goals in alignment with the Agency's mission and values; appraising performance; recognizing and rewarding employees; carrying out any necessary corrective actions; addressing complaints and conflict resolution. Keeps appropriate stakeholders abreast of project progress and relays any urgent information in a timely manner as needed. Works in coordination and collaboration with other staff to maximize use and functionality of the HRIS (Paylocity) system. Works in collaboration with the Deputy Director of Workplace Culture & Operations to support Staff Committee oversight and efforts to help boost and build staff morale and serves as the leadership sponsor for the Staff Wellness Committee. Oversees the Performance Evaluation system, including staff training and working to eliminate bias in evaluation, sourcing consultant expertise and support as needed. Maintains reliable and regular attendance. Works collaboratively in a team environment with a spirit of cooperation. Respectfully takes direction from the Deputy Director of Workplace Culture & Operations. Requirements The requirements listed below are representative of the knowledge, skill, and/or ability required for this position. Five to ten years of progressive HR leadership experience & employee benefits education or equivalent combination of education and experience. Ability to write and communicate in Spanish and English, including public speaking and presentations required. Demonstrated knowledge of and experience ensuring compliance with federal, state, and local employment laws and regulations, including wage and hour, benefits administration, leave laws, workers' compensation, employee relations, investigations, and personnel recordkeeping. Experience working in a nonprofit or mission-driven organization strongly preferred. Demonstrated experience supervising HR staff and managing complex HR functions. Experience supporting or advising senior leadership and a Board of Directors. Professional in Human Resources (SPHR) or SHRM Certified Professional (SHRM-CP) certification a plus but not required. Strong HR experience across areas such as performance management, onboarding and recruiting, compliance, employee relations, investigations, workers compensation. Previous experience managing/overseeing complex Employee Relations cases. Bicultural proficiency required: knowledge of Latinx culturally based worldview, adaptive reasoning, and problem-solving practices of Latinx individuals, families, and community. Genuine interest in people and a passion for improving the employee experience at Latino Network. Exceptional organizational, interpersonal, time management & communication skills Understanding of HR policies, procedures, and knowledge of Federal and State regulations relating to HR practices. Experience with HRIS and/or Applicant tracking/ Payroll systems and openness to training to further develop management and oversight of agency systems (Paylocity). Ability to deliver a focused and collaborative approach to solving agency employment-related issues. Ability to motivate, inspire, and empower staff to think creatively to develop and foster collaborative and respectful working relationships. Professional writing skills, attention to detail, and excellent communication through one on one meetings, phone, e-mail, and group forums with Latino Network Staff and Board members. Ability to employ critical thinking and good judgment in decision-making. Strong analytical and strategic problem-solving skills. Ability to maintain stakeholder relationships in areas of disagreement or opposition. Experience leading groups with diverse professional levels and effectively facilitating knowledge sharing and collaboration. Basic knowledge of systemic issues affecting Oregon Latinos and/or communities of color and other vulnerable populations. Demonstrated proficiency with Microsoft Office Suite, Excel, and PowerPoint. Adept at using various applications, including database, spreadsheet, report writing, word processing, presentation creation/editing, communicating by email, using virtual meeting and scheduling software. Attend key organizational annual events as needed, and some limited travel. PHYSICAL DEMANDS The physical demands described here are representative of those that must be met by an employee to successfully perform the essential duties of this job. The work environment characteristics described here are representative of those an employee encounters while performing the essential duties of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential duties of this role. The employee must occasionally lift and/or move up to 10 pounds. While performing the duties of this job, the employee is regularly required to stand; walk; sit; use hands to finger, handle, or feel; reach with hands and arms and talk or hear. The employee is occasionally required to stoop, kneel, crouch, or crawl. The noise level in the work environment is usually moderate. WORK ENVIRONMENT Latino Network is a highly engaged work environment with satellite operations and positions performing work both onsite and remotely. We actively seek opportunities for professional development for our staff and promote a willingness to change for continual improvement. While performing the duties of this job, the employee is occasionally exposed to wet or humid conditions (non-weather); outdoor weather conditions; extreme cold (non-weather), and extreme heat (non-weather). This position requires frequent computer use. Specific vision abilities required by this job include close vision, color vision, distance vision, depth perception, and ability to adjust focus. The noise level in the work environment is usually moderate. Latino Network strives to communicate effectively and respectfully within the context of varying beliefs, behaviors, orientations, identities, and cultural backgrounds. TO APPLY If you, or anyone you know, are interested in joining us in supporting our mission to positively transform the lives of Latino Youth families and communities, please submit your application, resume, and cover letter at: Careers Successful completion of initial and ongoing employment screens, including but not limited to criminal background and vehicle record as required. Latino Network is an equal opportunity employer. We value and support diversity and inclusion to create a culture of dignity and respect.

Director of Human Resources Reports To: CEO Employment Type: Full-Time / Exempt Linguava Interpreters, Inc. is a premier language services provider dedicated to ensuring language access in healthcare and beyond. Our mission is to be the go-to company that employees take pride in, linguists are excited to be partnered with, and the healthcare community trusts as the premier choice for exceptional language services. Founded in 2010 and headquartered in Portland, Oregon, Linguava has grown into a $35 million company with a team of 70+ full-time staff and a network of skilled linguists. We are passionate about helping patients find their seat at the table to fully participate in their healthcare, regardless of what language they speak or sign. Trusted by respected organizations such as Providence, CareOregon, and Mercy Corps, Linguava is positioned for significant growth: expanding its current offerings and scaling nationally. This organization has self-implemented an EOS (Entrepreneurial Operating System) model and is looking for a true Integrator to partner with the CEO/Visionary. The Mission (Our Concern) The Director of Human Resources leads our people strategy, ensuring the organization thrives by fostering a "People First" culture. You serve as a strategic partner to all functional areas of the business, practicing deep listening and collaborative problem-solving to ensure our HR initiatives align with business goals while honoring the humanity and dignity of every individual. Strategic Results (What You'll Achieve) Collaborative Organizational Alignment: You will work side-by-side with leadership across all departments to translate business objectives into a comprehensive people strategy, ensuring solutions are co-created to meet the unique needs of every team. A Culture of Deep Listening & Engagement: You will establish channels where every employee feels heard and empowered. You will develop specific engagement strategies for our distributed/remote workforce to ensure our values transcend physical borders. Successful Change Leadership: You will maintain high levels of morale and retention during periods of organizational growth and technology evolution, guiding the team through the Pursuit of Progress. Ethical Integrity & Transparency: You will lead with honesty, engaging in open and respectful conversations and holding the company to the highest ethical standards of fairness and trust. Strategic Workforce Planning: You will lead a high-performing recruitment and onboarding function that attracts talent who share our commitment to Above & Beyond Service. Core Responsibilities Cross-Functional Partnership: You will partner closely with leaders across the entire organization to understand their specific challenges. You serve as a consultative ally, co-creating tailored solutions for the people-related issues that arise in their unique workflows. Strategic Leadership: Develop and implement strategies that support the long-term vision of the company and the growth of our people, advising the executive team on organizational development and human potential. Policy & Governance: Create and implement all HR policies and labor law compliance frameworks, ensuring they reflect our value of Doing the Right Thing. Total Rewards & Recognition: Lead the design of competitive compensation and "Wow" programs that exceed employee expectations and create internal raving fans. Performance & Development: Oversee performance management, shifting the focus toward coaching and recognizing that none of us are perfect and growth is a shared journey. Conflict Mediation: Act as a high-level liaison between management and staff, resolving complex disputes with compassion, understanding, and a focus on maintaining mutual respect. Budget & Operations: Manage the departmental budget, ensuring resources are allocated to foster growth and well-being. Core Competencies & Expectations Deep Listening & Empathy: The ability to listen beyond the surface to understand the needs of others, treating every stakeholder with the respect and compassion they deserve. Emotional Resilience & EQ: High emotional intelligence and the ability to remain calm and compassionate during high-stress situations, modeling the "Have Each Other's Back" mentality under pressure. Collaborative Problem-Solving: A mindset that approaches HR issues as shared challenges to be solved together rather than obstacles to be managed. Strategic Thinking & Business Acumen: The ability to see the "big picture" and align human potential with the company's growth in the language services market. Communication Mastery: Exceptional interpersonal skills, with the ability to lead transparent, honest, and respectful conversations at all levels. Innovation Mindset: A relentless drive to seek out new ideas and encourage creativity, making our daily activities a little better each day. Qualifications 7+ years of experience in HR Leadership (Director or Senior Manager level). Proven track record of building cross-functional relationships and solving complex organizational issues collaboratively. Experience leading change management initiatives and managing remote/distributed teams. Deep knowledge of employment law and best practices, with a focus on ethical implementation. A background in service-based industries (Language Services, Healthcare, or Hospitality) is preferred.

**_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 (***************************************************************************************************************************

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

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

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