Human resources business partner jobs in Hillsboro, OR - 107 jobs

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

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.

OnPoint is the largest community owned credit union in Oregon - and we're growing! Our growth provides great opportunities for you to reach your personal and professional goals. We value enthusiasm, commitment to outstanding performance, and providing opportunities to truly make a difference. If you are looking to join a team of dedicated, collaborative, and passionate individuals, OnPoint is looking for our next HR Business Partner to join our People Team. We invite you to explore and grow your career with us! JOB SUMMARY: You are an influencer and problem solver. You demonstrate flexibility with your communication style. You can see the big picture and can translate vision into actionable advice. The OnPoint HR team is looking for a new member to provide amazing service to our employees. The Human Resources Business Partner (HRBP) serves as a strategic and consultative partner to our Retail (Branch) and Back Office teams, ensuring that our people strategy aligns with the Credit Union's operational goals. This role is responsible for assessing business needs and delivering tailored HR solutions that drive employee performance, engagement, and retention. The ideal candidate will manage employee relations for their designated teams and utilize our modern HR technology stack - including Culture Amp for engagement and Quantum Workplace for performance management-to transform data into actionable growth strategies. By blending an understanding of financial services operations with a human-centric approach, the HRBP acts as a trusted advisor to leadership, fostering a high-performance culture that empowers our staff to provide exceptional service to our members. ESSENTIAL FUNCTIONS: Retail & Corporate Office Partnership: Act as a strategic advisor to Retail Branch and Corporate Office Leadership and employees. You will provide guidance on workforce planning, team dynamics, employee relations, and the unique staffing challenges inherent to financial services. Consultative Support: Apply a consultative approach to diagnose business challenges and deliver tailored people solutions. You will act as a trusted advisor to leadership, using active listening and critical thinking to influence decision-making and drive organizational change. Employee Relations Management: Serve as the primary point of contact for employee relations for your designated teams. This includes providing coaching on conflict resolution, conducting thorough investigations, and advising managers on performance interventions and disciplinary actions. Driving Engagement: Utilize your experience with engagement software, (i.e - Culture Amp) to interpret engagement data. You will work alongside leaders to translate survey results into actionable initiatives that improve the employee experience and retention Performance Management: Facilitate a culture of continuous feedback by leveraging performance management software. You will coach managers on setting effective goals and conducting impactful performance conversations. HR Technology Mastery: Effectively utilize the full HR technology stack-including Engagement platforms, Performance Management software, and HRIS-to extract data-driven insights, streamline people processes, and ensure the successful adoption of HR tools across designated business units. Policy & Compliance: Ensure all people-related practices across branches and support departments comply with labor laws and credit union regulatory requirements. Demonstrated ability to influence all levels of leadership and to build and leverage internal and external networks and resources. Other HR related projects as needed to support the business lines. Proven problem-solving and organizational consulting skills. Additional projects, responsibilities, or other duties assigned. KNOWLEDGE, SKILLS & COMPETENCIES: HR Tech Proficiency: Direct experience working with Culture Amp and Quantum Workplace (or closely related platforms). You should be comfortable navigating these tools to manage performance cycles and analyze engagement trends. Client Group Support: Proven track record of supporting diverse teams, specifically across retail (customer-facing) and back-office (administrative/technical) environments. Relationship Management: Strong ability to build trust with employees at all levels, from tellers and loan officers to department executives. Demonstrate knowledge in Oregon and Washington state leave laws (Paid Leave Oregon, WA PFML, FMLA) with proven ability to guide compliant leave administration and manage complex leave scenarios. Maintain current knowledge of federal and state employment laws including EEOC, ADA, Title VII, and wage/hour regulations to ensure compliant HR practices and advise leadership on risk mitigation. Education: Bachelor's degree in HR, Business, or a related field. Professional certification (SHRM-CP or PHR) is preferred. MIN QUALIFICATIONS: Bachelor's degree in human resources or combination of education and equivalent experience 5+ years of progressive HR experience, with a minimum of 3 years in a dedicated HR Business Partner role. Demonstrated knowledge serving as an administrator in various HR systems (Engagement, Performance Manager and/or HRMS Platform) PREFERRED QUALIFICATIONS: Previous HR Business Partner experience in a financial services institution. Bachelor's degree in human resources or related degree PHR certificate Additional Information OnPoint employees are rewarded, acknowledged and appreciated! We take care of our Members, and OnPoint takes care of us by offering employees a generous vacation package, incentives, competitive hourly pay, 100% - paid employee medical, dental and vision premiums, Tri-Met / parking passes, 401k matching, tuition reimbursement and more! At OnPoint, we believe a workplace that reflects the richness of the world fosters a welcoming and empowering environment for everyone. We're committed to equity and inclusion, and consider all qualified applicants embracing every race, religion, color, sex, national origin, age, sexual orientation, gender identity, disability or veteran status, and your unique background. We encourage you to apply if you're passionate about this opportunity and have the core qualifications. Your unique experiences and skills are what make you a strong candidate. Don't let imposter syndrome hold you back! Our recruitment process is designed to be inclusive and accessible to all. If you need any accommodation(s) during the application or interview stage, please let us know. We're dedicated to providing what's necessary to ensure a fair and inclusive experience.

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

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

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

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

**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.

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

Fair Labor Standard Act Status: Non-exempt . 4 to 8 hours per day when called - varying shifts and hours. SOC Code: 339032 Benefits: May qualify for health insurance if required hours are met. Detailed information, including eligibility criteria, can be found here. We appreciate your interest in employment with Vancouver Public Schools (VPS). All applications are considered and reviewed. The most qualified and competitive applicant(s) that possess directly related experience and expertise, training, and education may be invited to participate in the interview/selection process. As part of the selection process, the District conducts confidential reference checks to include former and present employers and also requires a criminal background investigation. Unfortunately, due to the number of applications received, not all applicants will receive an interview. Résumés should include education, relevant experience (including current position), and skills which highlight the qualifications of the position to which a person is applying. All district employees are encouraged to review their personnel file periodically to ensure that their file includes current and relevant documentation that supports their education, experience, training, etc., as it relates to qualifications described on job postings. QUALIFICATIONS: * High school graduation or equivalent and two years experience in security, law enforcement, and/or in a closely-related law enforcement field; or two years of youth intervention experience * Training or experience in drug/alcohol abuse awareness preferred * Training or experience in working with diverse racial, ethnic, sexually oriented, and cultural groups preferred; or any equivalent combination of education, experience, and training that would provide the applicant with the desired knowledge * Valid first aid and CPR certification or ability to obtain within 30 days of hire * Possess a valid driver's license with an acceptable driving record REQUIREMENTS: * Ability to work effectively as a team member * Ability to work with frequent interruptions * Ability to meet tight time constraints and deadlines * Regular attendance to carry out the duties and responsibilities of the position to achieve program requirements, goals, and outcomes * Ability to utilize enforcement tools to include handcuffs, pepper-spray, baton, tasers, and handguns * Ability to maintain control of tense and potentially dangerous situations * Ability to chase, physically control, and apprehend suspects * Ability to accurately assess emergency situations and prioritize and coordinate responses * Ability to evaluate, control, secure, and investigate crime/fire scenes before arrival of law enforcement/fire department * Ability to conduct lawful investigations and provide appropriate documentation * Ability to remain calm under pressure * Ability to establish and maintain strong and effective working relationships with staff, students, the public, and law enforcement and fire department personnel * Knowledge of criminal laws, search and seizure procedures, and legal process * Knowledge of security and safety practices and procedures * Knowledge of basic law enforcement procedures * Ability to guide and instruct students * Ability to demonstrate interview skills * Ability to demonstrate security and safety monitoring skills * Ability to make effective decisions in a thoughtful and timely fashion * Skill in perceiving possible security and safety breaches and the ability to take appropriate action * Ability to demonstrate effective self-defense skills * Ability to demonstrate effective public relations skills * Skill in communicating with individuals and groups of all ages, backgrounds, and educational levels * Ability to operate two-way radios and other communication devices * Ability to operate a computer and use Microsoft PowerPoint, Excel, Outlook and Word * Ability to communicate security and safety procedures to district staff, parents, and students * Ability to use video, camera, and sound equipment * Required to be constantly aware of personal safety; risk of attack with weapons; and confrontational situations * Required to deal with distraught, angry, or hostile individuals * Required to physically restrain students or adults * Requires substantial visual concentration and physical dexterity * Required to stand or sit for prolonged periods * Required to work outdoors in inclement weather * Responding to medical emergencies may result in exposure to danger, risk, or infectious disease * Required to represent the district on potentially controversial matters * Required to be accessible during off-hours in order to return to work for emergencies * May be exposed to high noise levels; may be required to lift heavy objects * May be required to meet deadlines or work extra and irregular hours * Ability to drive to various district locations ESSENTIAL FUNCTIONS: * Physically intervenes and/or restrains students and/or non-students in a safe manner when necessary * Conducts investigations; questions suspects, witnesses, and victims of crimes; assists police with criminal investigations as needed; maintains confidential information as appropriate * Completes and submits written incident reports of criminal, security, and safety activity in a timely fashion to supervisor * Works with local law enforcement and school district officials to ensure the safety of campuses and individual students * Assists in the coordination of response to national or natural emergencies as directed by the district * Refers drug, alcohol, and tobacco incidents to proper law enforcement authorities and district administration for discipline and/or intervention and recovery programs * Patrols the buildings and grounds during the school day and at school events * Observes student activity for substance abuse, theft, vandalism, or other illegal activities * Prevents unauthorized access to school grounds by intruders * Maintains proficient skills in security techniques; attends and successfully completes mandatory training as directed by the district * Gathers information on gang/criminal activities and forwards to the district safety office * Provides information to staff and students concerning property protection and safety measures * Maintains positive working relationships with students, staff, and outside agencies * Ensures proper parking regulations are followed and violators are properly notified * Observes and monitors students and visitors entering and leaving campus * Greets and assists authorized visitors by providing directions and assistance * Maintains safety and security in parking lots * Provides security services for student activities and events * Treat co-workers, supervisors, students, parents and others with dignity and respect at all times * Serve as a positive role model for students, and practices the behaviors that are expected of our students * Work in a flexible and cooperative manner Benefits/Compensation: Salary range: New employees will start at the minimum hourly rate in the salary range. Benefits: Include health, dental, vision, life and disability insurance. Detailed information, including eligibility criteria, can be found 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 Apply By Date: 01/25/2026 What you will be doing? As Head of Talent Acquisition - North America, you will shape how Hydro attracts, engages, and hires talent across the U.S. and Canada. Leading a geographically dispersed team within Hydro's Global Business Services (GBS) model, you will combine strategic leadership with full operational accountability-delivering high-quality recruitment at scale while strengthening partnerships with the business. In this role, you will: * Set and execute the North America Talent Acquisition strategy aligned to business priorities and workforce plans * Act as a trusted advisor to HR and business leaders on talent needs, labor market trends, and hiring decisions * Own end-to-end recruitment delivery for approximately 2,500 hires annually, ensuring a consistent, high-quality candidate and hiring manager experience * Lead key talent priorities including early careers, university relations, technical and engineering recruitment, and employer branding * Grow adoption and impact of GBS Talent Acquisition services through standardization, insight, and measurable results * Lead, coach, and develop a high-performing TA team, building capability in sourcing, assessment quality, stakeholder management, and analytics * Personally support executive and business-critical hiring when needed What will make you successful? You bring a strong blend of strategic perspective, operational rigor, and people leadership, with the ability to influence at senior levels and deliver results in a complex environment. You will be successful if you have: * A bachelor's degree in HR, Business, or a related field * 8-12 years of Talent Acquisition experience, including at least 3 years in a leadership role * Experience leading recruitment in a manufacturing, industrial, or technically complex environment * Proven success managing distributed teams and high-volume hiring * A data-driven approach to decision-making and continuous improvement * Strong stakeholder management and influencing skills across all levels of the organization * Experience working within a shared services or GBS model * Familiarity with modern TA technologies (ATS, CRM, analytics, AI-enabled tools) Equal opportunities Hydro values diverse skills and perspectives among employees. We encourage all qualified candidates to apply. Qualified applicants will be considered regardless of race, religion, nationality, ethnicity, age, gender, sexual orientation, gender identity or expression, protected veteran status, or disability. We strive to provide equal opportunities for all to contribute and succeed with us. Applications from severely disabled and equally disabled people will be considered with equal suitability. Possible work locations Why Hydro? Are you looking to make a real impact? For over a century, our people have been the driving force in solving some of the world's most pressing issues - and we hope you'll join us in solving the next century's. Whether you're working to close the loop at one of our recycling facilities or ensuring efficient renewable energy processes to decarbonize aluminium production, your contributions make an impact in our shared purpose of propelling our industries and the world into a greener future. Why Hydro? Are you looking to make a real impact? For over a century, our people have been the driving force in solving some of the world's most pressing issues - and we hope you'll join us in solving the next century's. Whether you're working to close the loop at one of our recycling facilities or ensuring efficient renewable energy processes to decarbonize aluminium production, your contributions make an impact in our shared purpose of propelling our industries and the world into a greener future. A job where you make a difference A key part of succeeding in this mission involves encouraging a collegial environment where our differences are acknowledged as our greatest competitive advantage. Your diverse perspective makes us stronger. Our global diversity, inclusion and belonging program enables us to cultivate a high-performing and inclusive workplace where everyone feels valued. Your career journey is unique. We strive to provide you with the support needed to achieve your full potential. With our global reach, inclusive culture, and cutting-edge technology you'll have the opportunity to build a career that aligns with your strengths and passions. Join our global community of over 30,000 people with a presence in 40 countries and united by the values of Care, Courage and Collaboration. At Hydro, you have the chance to make a difference in the industries that matter. Explore our world and the heart of our operations. A job where you make a difference A key part of succeeding in this mission involves encouraging a collegial environment where our differences are acknowledged as our greatest competitive advantage. Your diverse perspective makes us stronger. Our global diversity, inclusion and belonging program enables us to cultivate a high-performing and inclusive workplace where everyone feels valued. Your career journey is unique. We strive to provide you with the support needed to achieve your full potential. With our global reach, inclusive culture, and cutting-edge technology you'll have the opportunity to build a career that aligns with your strengths and passions. Join our global community of over 30,000 people with a presence in 40 countries and united by the values of Care, Courage and Collaboration. At Hydro, you have the chance to make a difference in the industries that matter. Explore our world and the heart of our operations. A job where you make a difference A key part of succeeding in this mission involves encouraging a collegial environment where our differences are acknowledged as our greatest competitive advantage. Your diverse perspective makes us stronger. Our global diversity, inclusion and belonging program enables us to cultivate a high-performing and inclusive workplace where everyone feels valued. Your career journey is unique. We strive to provide you with the support needed to achieve your full potential. With our global reach, inclusive culture, and cutting-edge technology you'll have the opportunity to build a career that aligns with your strengths and passions. Join our global community of over 30,000 people with a presence in 40 countries and united by the values of Care, Courage and Collaboration. At Hydro, you have the chance to make a difference in the industries that matter. Explore our world and the heart of our operations. About Hydro * Hydro is a leading aluminium and renewable energy company committed to a sustainable future * Founded: 1905 * Number of employees: 32,000 * Company presence in around 40 countries worldwide * President and CEO: Eivind Kallevik Learn more about Hydro Get to know us Purpose and values Hydro worldwide History and heritage Career areas Meet our people Hydro's talent community Can't find the right job? Be the first one to learn about new job opportunities that might be a perfect fit for you. Join Today Hydro's talent community Can't find the right job? Be the first one to learn about new job opportunities that might be a perfect fit for you. Join Today Nearest Major Market: Pittsburgh

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

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

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

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

At Pacific Seafood, we do more than just provide the world with the healthiest proteins on the planet. We are an excellence-driven organization committed to being the brand of choice in the marketplace and the employer of choice in the community. We believe in servant leadership, investing in our team members, and rewarding performance. We live by the core values of our Diamond Philosophy: Quality, Teamwork, Productivity, and Excellence-which means consistently doing your best and always striving to do better. Summary: Pacific Seafood is seeking a hands-on, operations-focused HR Director to lead human resources for our Aquaculture division. This division supports a diverse group of businesses that grow and harvest oysters, clams, mussels, and steelhead trout across Washington, Oregon, and Northern California. You'll serve as the strategic HR partner for about 400 team members across more than a dozen sites including farms, hatcheries, processing plants, and a retail/restaurant location. The role covers the full HR spectrum: recruiting, employee relations, compensation, training, and more. We're looking for someone business-savvy, people-centered, and passionate about making an impact through strong HR leadership. This position is based in Coupeville, WA or Clackamas, OR, requires significant travel (up to 50%) to remote and rural aquaculture locations, involves close collaboration with leadership to align HR strategy with business goals, and is supported by our centralized HR team for payroll, benefits, and systems. Key Responsibilities: 1. Strategic HR Business Leadership: * Travel extensively to remote farming and aquaculture sites to provide hands-on HR support, conduct training, and ensure compliance with company policies and labor standards. * Serve on the leadership team as the head HR professional for the division; build effective relationships, provide coaching, and drive team effectiveness with passionate performance (which engages the hearts and minds of our Team Members). * Drive operational priorities to achieve a high-performance, high-integrity business. * Develops and implements strategies to create efficiencies by improving productivity while maximizing operating performance. * Collaborate with enterprise support departments and other division HR leaders to align on company-wide programs and initiatives that champion our vision, mission and core values. * Develop and implement KPIs that drive performance including safety and succession planning. * Using HRIS Business Intelligence, provide detailed analysis of key human resources metrics and produce reporting to identify trends, opportunities for improvement, and establishment of performance metrics. * Lead, coach and mentor location leaders, managers, and supervisors, to ensure alignment on company initiatives, achievement of company KPIs, and continuous professional development. 2. Recruiting and Staffing: * Oversee recruiting, onboarding, and employee relations * Work with business leaders to identify and fill all needed positions with top candidates. * Collaborate with hiring managers and corporate recruiters to develop job descriptions, post open positions, and assist with interviewing, candidate selection, and onboarding. * Ensure all operations are effectively staffed to meet business needs including seasonal hiring. 3. Compensation and Payroll: * Partner with the division leadership team to administer company benefit and compensation programs, conduct job market analysis to ensure that pay practices, schedules and grades are externally competitive, internally equitable, and drive performance. * Manage the annual performance and compensation review process, to include coordination of incentive programs, recognition, and retention programs. 4. Training, Development and Succession Planning: * Manage onboarding and training plans matched to specific job duties to ensure all team members are trained to do their job effectively, safely, and at maximum productivity. * Develop and implement organization structures, succession plans, gap analysis, and leadership development strategies to build bench strength for all key roles and maximize internal career progression in each operation. * Support leaders in the creation and management of individual KPIs and development action plans. 5. Team Member Relations and Risk Management * Build relationships with geographically dispersed teams and support workforce needs in rural and seasonal environments. * Be an expert in local, state, and federal employment laws and mitigate risks in HR operations. * Conduct internal investigations, present findings, and assist with determining the appropriate corrective action and resolution. Assist in representing company in internal and external employment complaints and litigation. * Ensure proper HRIS data integrity and maintenance of personnel files, workers compensation, Form I-9 records, recruiting system and applicant records in accordance with company policies and federal, state, and local regulations. * Support third-party and customer audits. Additional responsibilities may be assigned as deemed necessary to support the overall goals and objectives of the position. What you Bring to Pacific Seafood: Required: * BA/BS degree from an accredited college or university in Human Resources, or related field. * Minimum 7 years of HR management experience, including supervisory roles. * Experience managing the HR function in a multi-state, multi-location environment. * Advanced experience using full Microsoft Office Suite. * Ability to travel up to 20% of the time, as required. Preferred: * Master's degree in Human Resources or Business Administration. * HRCI or SHRM certification. * Previous HR experience in agriculture, manufacturing, food production * Previous experience with Ultimate Software (UKG). * Bilingual written, verbal and reading skills in English and Spanish languages. Total Compensation: At Pacific Seafood, your base wage is only a portion of your overall compensation package. We invest in our Team Members through a comprehensive and attractive total rewards package, including but not limited to: * Health insurance benefits options, including medical, prescription, vision, dental, basic group life and short term disability. * Flexible spending accounts for health flex and dependent care expenses. * 401(k) Retirement Plan options with generous annual company profit sharing match. * Paid time off for all regular FT team members, to include paid sick, vacation, holiday, and personal time. * Employee Assistance Program- Confidential professional counseling, financial, and legal assistance provided at no charge to Team Members and immediate family members * Product purchase program.

Job Description ABOUT VEG In 2014, VEG was born with a mission to help people and their pets when they need it most by challenging norms and fixing the ER experience. Since then, we've expanded rapidly, with hospitals nationwide open 24/7/365, and created an ER experience that focuses on what our pets and pet parents really need. We've done the same for our people (VEGgies), finding a way to say YES so they can feel empowered to achieve great things, grow in unexpected ways, and find a place where they truly belong. We're rethinking emergency care from every angle-from how we run our hospitals to how we support the people working inside them. That's where our headquarters team comes in. Whether building technology to make our hospitals more efficient, recruiting and growing incredible VEGgies, or bringing our brand to life through marketing, our VQ (VEG Headquarters) team makes it all possible-ensuring our hospitals and people have everything they need to help pets and their families. VEG is a 2025 certified Great Place to Work . THE JOB At VEG, we find a way to say YES-and this role brings that mindset to hiring top talent across the West Coast. As a Talent Manager, you'll be key to building strong, high-performing hospital teams by driving a proactive, relationship-focused recruiting strategy. You'll partner with hospital leadership to attract exceptional Veterinarians, Technicians, Assistants, and more-people who live VEG's mission and values. Reporting to the Regional Director of Talent Acquisition, you'll lead hiring efforts across multiple hospitals, develop tailored recruitment plans, and train leaders to help scale our high-touch approach to hiring. WHAT YOU'LL DO Act as a strategic thought partner with the Talent Team/hospital leadership in order to understand and execute against the constantly evolving needs of the organization Understand and own your hospitals' hiring needs by partnering with the leadership team to identify strategic talent pools, source top-tier candidates, manage candidates through a mutual assessment process, and work with candidates through all parts of their offer process Create and drive scalable talent strategies through a deep expertise of industry best practices, diverse relationships and networks, and strong cross-function execution Build and sustain a creative relationship-based approach for talent while utilizing multiple channels and talent pools Cultivate and maintain strong relationships with key stakeholders across the organization as well as external vendors Attend conferences to meet and attract the best talent in various industries such as veterinary, retail, hospitality, etc. Consistently drive improvements across our process and technology landscape in line to drive efficiencies Develop and sustain key performance indicators and metrics to measure success across your region Mentor and guide team members in your region to promote personal growth and development WHAT YOU NEED 4-year degree from an accredited undergraduate institute (any field of study) preferred 4+ years of recruiting experience Based in either: PST or MST Time Zone Experience with candidate management in either a CRM or ATS platforms, we use Greenhouse and GEM Passion for Talent and creative ways of finding, attracting, and assessing candidates Strong communication and organizational skills, as well as the ability to multi-task and maintain confidentiality, are a must Energetic, motivated, self-starter Ability to travel, 25% of the time (domestic and international travel possible) Experience with (phone, video and in-person) interviews, candidate screening, and assessment WHO YOU ARE Empathetic, instinctively taking a people-centric approach, whether supporting your colleagues or making an effort to understand different perspectives Have a sense of humility; acknowledging mistakes, sharing credit with others, and lifting up your team's' accomplishments Feel a strong sense of ownership over your work, taking responsibility for outcomes and staying committed to achieving long-term, impactful results Curious by nature; you ask insightful questions and continuously seek out opportunities to learn and grow your skills and knowledge HOW WE INVEST IN YOU Competitive Compensation Including ($100,000 - $120,000) + bonus + benefits. Comprehensive health and wellness benefits, and access to free therapy or counseling Paid parental leave, up to 10 weeks at 100% of regular salary, and offering inclusive fertility and family-building care for all types of families Unlimited PTO to use for vacation or sick days - however you need it! Generous referral rewards, so our awesome people can bring in more awesome people. DEI At VEG, diversity is a strength that fuels innovation and compassion. Our mission is "Helping people and their pets when they need it most"-and we do that best when VEGgies feel valued, respected, and empowered to bring their authentic selves to work. We're committed to building a culture that reflects the communities we serve, where different perspectives are celebrated, voices are heard, and everyone has equitable opportunities to grow. Saying yes to VEG means helping us become the world's veterinary emergency company, together.

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