Human resources business partner jobs in Coos Bay, OR - 104 jobs

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

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

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

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.

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

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

**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.

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

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

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.

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.

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

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

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

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

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