Human resources manager jobs in Corvallis, OR - 34 jobs

**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.

Meta is seeking an HR Business Partner to support our tech and/or business organizations. The ideal candidate will contribute at both hands-on and strategic levels to cultivate an amazing and innovative community on our teams. The ideal candidate will bring creative and effective ideas and solutions to a growing organization. **Required Skills:** HR Business Partner Responsibilities: 1. Design and deliver targeted solutions with a high degree of focus on scale and growth, including strategic planning, visioning, talent assessment, change management and team building 2. Provide strategic business partnership, thought partnership, and coaching to all levels of the organization 3. Proactively assess team, manager, organizational development needs, make recommendations, and implement appropriate solutions 4. Provide rigorous data analysis and reporting solutions based on business needs 5. Drive talent management strategies to support a team's growth and individual development plans 6. Manage and facilitate the overall Performance Summary Cycle and employee engagement survey throughout the year 7. Integrate and partner with HR colleagues in the Recruiting, Learning & Development, Compensation, Legal, and HR Programs teams to implement solutions and help scale the business 8. Partner closely with regional HR partners on global strategy and execution Work closely with our Employee Relations Partners, supporting employee relations issues as needed 9. Design and facilitate team and offsite meetings as needed 10. Participate and lead projects as an integral member of the extended HR community **Minimum Qualifications:** Minimum Qualifications: 11. 10+ years experience in an HR Business Partner or equivalent role 12. Experience helping global and/or highly matrixed organizations scale 13. Demonstrates solid judgment and experience assessing risk relative to the business 14. Consulting, coaching and facilitation skills 15. Effective communication and critical thinking skills 16. Demonstrates empathy and experience driving community-building work 17. Demonstrates project management and change management experience 18. Experience using data to identify insights that drive action 19. Demonstrated experience learning and thriving in a constantly changing environment and to cultivate relationships across teams 20. Demonstrated experience in influencing and strategically solve problems **Preferred Qualifications:** Preferred Qualifications: 21. BA/BS degree **Public Compensation:** $152,000/year to $220,000/year + bonus + equity + benefits **Industry:** Internet **Equal Opportunity:** Meta is proud to be an Equal Employment Opportunity and Affirmative Action employer. We do not discriminate based upon race, religion, color, national origin, sex (including pregnancy, childbirth, or related medical conditions), sexual orientation, gender, gender identity, gender expression, transgender status, sexual stereotypes, age, status as a protected veteran, status as an individual with a disability, or other applicable legally protected characteristics. We also consider qualified applicants with criminal histories, consistent with applicable federal, state and local law. Meta participates in the E-Verify program in certain locations, as required by law. Please note that Meta may leverage artificial intelligence and machine learning technologies in connection with applications for employment. Meta is committed to providing reasonable accommodations for candidates with disabilities in our recruiting process. If you need any assistance or accommodations due to a disability, please let us know at accommodations-ext@meta.com.

We are seeking an experienced and people-focused HR Manager to lead and manage all core human resources functions for a growing, statewide organization of just under 300 employees. This role is hands-on and broad in scope, supporting leaders and employees across the full employee lifecycle while ensuring compliance, consistency, and a positive workplace culture. You'll partner closely with leadership and managers, providing guidance, structure, and practical HR solutions. Key Responsibilities Oversee all HR functions including employee relations, onboarding, performance management, and offboarding Manage safety programs, workers' compensation, and risk management initiatives Administer benefits programs and act as the primary point of contact for employee benefits questions Manage and maintain the HRIS (Paylocity), ensuring data accuracy and system optimization Lead recruitment efforts including interviewing, hiring, and workforce planning Provide coaching and guidance to managers on HR best practices and employee issues Ensure compliance with state and federal employment laws and company policies Support and promote a positive, inclusive, and compliant workplace culture Qualifications 5+ years of progressive HR experience preferred (minimum of 2+ years considered) Experience supporting a multi-location or statewide workforce strongly preferred Hands-on experience with Paylocity or similar HRIS platforms Solid knowledge of employment law, benefits, safety, and workers' compensation Strong interpersonal skills with the ability to be kind, approachable, and firm when needed Confident communicator able to work effectively with employees at all levels If you want, I can:

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

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

The Human Resources (HR) Manager is responsible for overseeing and managing all aspects of human resources within the organization. This includes recruitment, employee relations, performance management, compliance with local, state, and federal laws, benefits administration, and fostering a positive workplace culture. The HR Manager works closely with management to align HR strategies with business goals and ensures that the company adheres to legal and regulatory requirements, particularly in California and Oregon. Key Responsibilities: Recruitment and Staffing: Develop and execute recruiting strategies to attract top talent. Coordinate the full-cycle recruitment process, including job posting, interviewing, and onboarding. Build strong relationships with external recruitment agencies and colleges/universities for talent sourcing. Employee Relations: Serve as a point of contact for employee inquiries and resolve conflicts or issues. Promote a positive work environment and employee engagement. Conduct employee satisfaction surveys and implement programs to address concerns. Performance Management: Oversee the performance review process, providing guidance to managers and employees. Develop and implement performance improvement plans when necessary. Support leadership in setting individual and team performance goals aligned with organizational objectives. Compensation and Benefits: Administer employee benefits programs (health insurance, retirement plans, etc.). Conduct salary benchmarking and compensation analysis to ensure competitive pay practices. Manage payroll processing, ensuring timely and accurate compensation in compliance with California and Oregon state wage laws. Training and Development: Identify training needs and coordinate employee development programs. Design and implement leadership training, skill development, and career advancement initiatives. Encourage continuous learning and foster professional development within the organization. Compliance and Legal: Ensure compliance with federal, state (California and Oregon), and local labor laws, company policies, and safety regulations. Stay up to date with changes in California and Oregon labor laws (e.g., wage and hour regulations, paid sick leave, employee classification, etc.). Maintain records for audits, reporting, and HR documentation. Advise leadership on legal requirements related to hiring, termination, employee benefits, and other HR-related matters as per California and Oregon laws. Ensure compliance with California's specific requirements, such as the California Family Rights Act (CFRA), paid sick leave regulations, and the Fair Employment and Housing Act (FEHA). Stay informed about Oregon-specific laws such as the Oregon Family Leave Act (OFLA) and unique regulations on workplace discrimination and harassment. Employee Wellness and Engagement: Develop and manage employee wellness initiatives (e.g., health programs, mental health support). Promote a balanced work-life culture and encourage employee engagement activities. HR Strategy and Planning: Work closely with leadership to align HR strategies with organizational goals. Analyze HR data and metrics to identify trends, improve processes, and optimize workforce effectiveness Qualifications Skills and Qualifications: Bachelor's degree in Human Resources, Business Administration, or related field (HR certification is a plus) or equivalent experience. A minimum of 5 years experience in human resources management or related roles. Strong knowledge of labor laws and HR best practices, specifically in California and Oregon. Excellent communication and interpersonal skills. Ability to handle sensitive information with discretion. Strong problem-solving and conflict resolution skills. Proficient in HR software and Microsoft Office Suite. Bilingual- English and Spanish is highly desirable. Working Conditions: Full-time position, typically Monday through Friday. Occasional travel to Southern California Facility and/or Recruiting events.

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

Garten is excited to offer an opportunity to join our hardworking and mission-driven team as the HR Director. As a not-for-profit organization focused on hiring people with disabilities, we are dedicated to providing high-quality services that make a meaningful impact in the community. For over 55 years, we have operated with a strong commitment to excellence, adapting and growing through changing times. This role provides the chance to contribute to a well-established organization that values dedication, innovation, and service. Position Summary The Director of Human Resources leads the HR function in support of Garten's mission of providing meaningful employment opportunities, with a special focus on employees with disabilities. The role is responsible for setting HR team objectives, establishing clear KPIs, and ensuring compliance with disability employment ratios and other workforce requirements tied to key contracts. Reporting to the CFO and leading a team of three, the Director works with the Executive Team to design and deliver HR initiatives and programs that strengthen recruiting, retention, manager effectiveness, and governance. The Director builds trust in HR by ensuring reliable processes, timely support, and clear, data-informed guidance for leaders and employees. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of this position. Key Accountabilities & Responsibilities 1. HR Strategy, Structure & Leadership Set clear annual and multi-year strategic objectives and KPIs for the HR team aligned with Garten's mission, strategic plan, and financial goals. Develop and execute an HR roadmap that supports meaningful employment for individuals with disabilities and sustainable growth of Garten's programs and contracts. Design and maintain an HR organizational structure that clearly assigns ownership for talent acquisition, HR generalist/employee relations, and benefits/HR operations across three direct reports. Clarify HR vs. line-leadership responsibilities (e.g., recruiting, onboarding, performance, corrective action, leaves) and document standard Service Level Agreements (SLAs) for HR services. Partner with the Executive Team to design, pilot, and scale HR programs and initiatives (e.g., manager capability, engagement, performance, recognition) based on organizational needs and HR data. Provide clear, technically sound guidance to executives and managers on people, culture, and organizational design, including reorganization, succession planning, and leadership development. Build HR's credibility by ensuring responses to managers and employees are timely, accurate, and grounded in strong technical HR and compliance knowledge. 2. Talent Acquisition, Onboarding & Workforce Planning Own the strategy and execution for recruiting and onboarding, with emphasis on: Direct labor roles (e.g., janitorial, production, landscaping) Maintaining required disability ratios (e.g., AbilityOne, Oregon Forward) in partnership with Operations and Contract Management Improving time-to-fill and candidate experience for both Salem and Eugene operations. Move from primarily passive to more proactive recruiting approaches, including outreach to communities of individuals with disabilities and community partners. Standardize requisition, screening, interview, and selection processes, including defined hand-offs between hiring managers and HR. Ensure that every new hire has a structured and consistent onboarding experience, including HR-led orientation and documented 30/60/90-day check-ins to reinforce mission, vision, values, and role expectations. Implement and monitor Talent Acquisition KPIs such as: Time-to-fill by role/site Offer acceptance rate New hire 30/60/90-day retention Percentage of hires who self-identify as having a qualifying disability (where legally permissible) Manager and candidate satisfaction scores with the hiring process. 3. Performance Management, Employee Accountability & Development Design and implement a consistent performance management framework, including: Annual review cycle and calibration Clear rating scales and documentation standards Integration of job descriptions and KPIs into goal-setting. Ensure that performance reviews and development conversations are completed on time for all employees, with completion rates tracked and reported as a key HR KPI. Provide policy, tools, and training to managers for progressive discipline, Performance Improvement Plans (PIPs), and documentation of corrective actions. Partner with senior leaders to implement succession planning and development plans for key roles, especially for emerging managers and critical operational positions. Coordinate with internal and external learning resources to align training offerings with identified skill and compliance gaps (e.g., supervision fundamentals, disability awareness, safety, harassment prevention). 4. Employee Relations, Compliance & Risk Management Oversee employee relations (ER) intake, investigation, documentation, and resolution processes; ensure consistent application of policies, timely case closure, and appropriate escalation. Maintain and update HR policies, procedures, and the Employee Handbook in partnership with the CFO and legal counsel as needed. Ensure ongoing compliance with applicable federal, state, and local employment laws, including but not limited to: ADA, FMLA/OFLA, Paid Leave Oregon, wage & hour requirements, EEO, and recordkeeping. Partner closely with Payroll and Finance to ensure clean handoffs for leaves of absence, status changes, terminations, and other actions that impact pay. Design and track ER and compliance KPIs such as: ER case volume and closure time Percent of ER cases documented per standard On-time completion of required trainings (e.g., harassment prevention, safety). 5. Total Rewards, Benefits & Leaves Provide leadership and governance for compensation and benefits consistent with Garten's financial capacity, regulatory obligations, and pay equity requirements. Maintain job architecture and pay ranges; partner with Finance to ensure ranges are market-informed and periodically refreshed; guide managers on hiring and promotion decisions within ranges. Oversee benefits administration, including health & welfare, retirement plans, and leave programs (e.g., Paid Leave Oregon, short-term and long-term disability), ensuring employees understand available benefits and eligibility. Improve the clarity and communication of leave processes, including roles of employee, manager, HR, Payroll, and any third-party administrators. Track and report Total Rewards KPIs such as: Benefits participation and eligibility (especially for direct labor and employees with disabilities) Pay equity/compression exceptions and resolution rates Leave-related pay errors and corrections (with a goal of continuous reduction). 6. HR Operations, Systems & Data Integrity Own the integrity of HR data and workflows in the HRIS (currently Paycom) and related systems; reduce reliance on manual and paper processes where automation is possible. In partnership with IT, support a secure, organized digital repository for HR documents with appropriate access controls and retention practices. Standardize and streamline forms, templates, and workflows (e.g., pay and status changes, terminations, I-9 and E-Verify processes, leave documentation). Ensure timely and accurate completion of HR compliance reporting (e.g., ACA, EEO, OSHA logs, disability certifications and ratios). Partner with Payroll to eliminate recurring rework and miscommunications at hand-off points (e.g., new hire setup, leaves of absence, terminations). 7. HR KPIs & Reporting - Primary Accountability Design, implement, and continuously refine an HR KPI and dashboard framework that is reviewed regularly with the Executive Team and Board. At minimum, this framework should include: Talent Acquisition & Onboarding Time-to-fill by role/site Offer acceptance rate 30/60/90-day new hire retention Disability ratio performance against contract requirements (where applicable and lawful) Workforce Stability & Experience Annualized turnover and voluntary/involuntary turnover Turnover by tenure band and location Engagement/experience indicators (e.g., survey results, exit interview themes once implemented) Performance & Accountability On-time completion rate for performance reviews Number and type of corrective actions/PIPs (trend-based, not punitive) HR Service & Operations HR email/Teams ticket response and closure times Accuracy/timeliness of HRIS data entries and changes Number of payroll or benefits corrections attributable to HR process gaps Compliance & Risk Completion rates for required trainings Leave administration timeliness/accuracy metrics Translate HR data into clear narratives and recommendations for executives and the Board; identify leading indicators (not just lagging measures) to inform proactive decision-making. Build HR staff capability in data literacy so KPIs, reports, and dashboards are consistently understood and used to make improvements. Perks Include: FREE Kaiser Permanente Health Insurance FREE Dental Insurance FREE Vision Insurance FREE Life Insurance Employee Assistance Program (EAP) Garten Retirement Plan Paid time off Paid holidays and one paid floating holiday Statement for all Job Postings: Garten believes in fostering a workplace that recognizes talent, encourages innovation, and celebrates achievement. We are proud to focus on hiring people with disabilities. We also strive to ensure a welcoming and fair process for all qualified applicants. Our mission is to empower every employee to succeed and contribute to our organization's achievements. If you need assistance or accommodations during the job application or interview process, please contact our Recruitment team at **********************.

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

Human Resource (HR) Generalist or Senior HR Generalist If you would love to be part of a company that is poised for substantial growth with opportunities for advancement, then working for CPP and its subsidiaries may be the right fit for you! We have multiple facilities in Albany, OR and are a world class supplier of titanium castings and components for the aerospace industry. If you are selected to join our team you will enjoy benefits such as quarterly bonus medical, dental, vision, 401(k), company paid life insurance, and other great benefits! Summary: The human resource (HR) generalist is responsible for performing HR-related duties on a professional level and works closely with the plant manager and human resource manager and/or director, along with other members of CPP Albany Titanium Group human resources in supporting employees and leadership onsite at one or both Albany, Oregon facilities - Selmet, Inc. and Pacific Cast Technologies (PCT), Inc. The Generalist plays a critical role in employee engagement by acting as a strategic advisor, bridging the gap between HR and the business to ensure HR practices align with company goals, fostering a positive work environment that motivates employees and increases their engagement levels; understanding employee needs, collaborating with leadership, and implementing initiatives to address concerns and promote a sense of belonging within the organization. If desired, this position can provide a direct path to a leadership or management position within HR for the right candidate. CPP Albany Titanium Group is willing to invest in training and development as needed for promising individuals who desire growth opportunities. The Generalist carries out responsibilities in the following functional areas with fairness and consistency, always facilitating and ensuring alignment and collaboration between the two Albany Titanium sites: * Employee relations and engagement * Recruiting and new hire training engagement * Leave administration * Supervisor/manager support * Performance management * Employment law compliance * Policy implementation * Continuous improvement The HR generalist supports initiatives in all aspects of their assigned business area. Essential Functions: * Manage ongoing daily priorities of People, Safety, Quality, Throughput and Cost * Contribute focused effort, creative solutions and constant vigilance, driving and supporting critical HR initiatives * Provide guidance to employees for leave options and administrative support for leaves of absence in partnership with a third-party administrator * Oversee employee relations issues, including conducting thorough and objective investigations to resolve complex issues * Listen to and advise employees to aid in appropriate resolution of concerns * Provide a timely response to employee inquiries regarding policies, procedures, and programs * Apply appropriate policy or law to performance management, including disciplinary actions, termination requests and performance reviews * Proactively support supervisors and managers in their efforts for the above * Answer employee benefit questions, facilitate Open Enrollment, new hire benefit elections and assist with the employee benefit process, as needed * Maintain knowledge of legal and compliance requirements affecting the human resource function and assist with policy, procedure and practice compliance * Review policies/procedures and collaborate with appropriate parties to offer and implement continuous improvement * Maintain confidentiality of all human resource information, personal health information and private information * Maintain records of personnel transactions such as hires, promotions, transfers, performance reviews, terminations, and employee statistics in the human resources information system (HRIS) * Collaborate for optimal results in the pursuing CPP Albany Titanium Group HR and division goals and objectives * Proactively support the Albany Titanium Mission, particularly in the areas of being an employer of choice, providing a safe and engaging workplace driven by quality, process control and continuous improvement * Act as a CPP Albany Titanium Group ambassador utilizing a network of contacts to help identify trends, promote best practice, propose solutions and collaborate for results - internally, within CPP and externally * Assist in planning and coordinating company employee engagement events and activities; significant quarterly events and more frequent smaller activities * Actively engage in identifying trends in employee retention and recommend solutions, driving a target of Additional supporting functions, as needed: * Leadership and Mentoring * Proactively provide leadership and mentoring for developing generalist(s) * Recognize knowledge gaps among developing HR team and recommend training solutions * Lead, participate in or attend site, division and/or corporate meetings * Actively support site organizational development plan * Recruitment * Support recruitment, new hire orientation and onboarding efforts; lead orientation as required * Aid supervisors and managers in identifying personnel needs, job specifications, duties, qualification and skillsets * Support adherence to all legal requirements and best practices for job posting and hiring * Training * Recognize knowledge gaps among supervisors and recommend training solutions * Recommend training options or solutions for employee work/life development * Safety * Lead by example, adhering to all safety polices, practices and procedures * Facilitate HR partnership and alignment with Safety personnel and policies Key Dimensions: To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Qualifications: Education and/or Experience: Human Resource Generalist * Associate's degree (A. A.) or equivalent from two-year college or technical school; or five years related experience and/or training; or equivalent combination of education and experience. * PHR and/or SHRM-CP certification preferred. (Financial assistance available to pursue and complete certification(s).) Senior Human Resource Generalist * Associate's degree (A. A.) or equivalent from two-year college or technical school; or seven years related experience and/or training; or equivalent combination of education and experience. Bachelor's degree preferred. * PHR and/or SHRM-CP certification required. Other Required Knowledge, Skills & Abilities: * Ability to satisfactorily complete a preemployment criminal background check and drug screen * Ability to act with a sense of urgency, commitment and focus on the right priorities by developing solutions in a timely manner and provide reliable solutions to a wide range of difficult problems using sound problem solving and critical reasoning techniques * Demonstrate strong and effective verbal, written, and interpersonal communication skills and effective presentation skills/public speaking * Ability to read and interpret a variety of documents such as safety rules, operating and maintenance instructions, and procedure manuals, whether furnished in written, oral, diagram, or schedule form * Ability to write routine reports and correspondence. Ability to speak effectively before groups of candidates or employees of organization * Ability to calculate figures and amounts such as discounts, compensation, accruals, proportions, and percentages * Ability to solve practical problems and deal with a variety of concrete variables in situations where only limited standardization exists * Ability to make decisions independently and manage multiple priorities * Demonstrated knowledge and ability to perform pay equity assessments and appropriately apply fair and consistent compensation practices * Knowledge of database software, human resource information systems and the Microsoft Office Suite * Leads by example with excellent initiative, attendance, reliability and punctuality * Ability to work at either CPP Albany Titanium Group facility * Bilingual skills (Spanish) preferred Working Conditions: * We are a manufacturing operations organization. Our collective work happens onsite. * The work environment characteristics and physical demands described are representative of those an employee encounters while performing the essential functions of this job. * Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. * Travel requirements will vary based on business need. Some travel between the two facilities in Albany or offsite meetings/events may be required, primarily to other CPP sites. Required Personal Protective Equipment (PPE): * Check for required PPE in areas where you may be working * Safety glasses are required in all areas of the plant unless otherwise posted * Steel-/composite-toed shoes are required in all areas of the plant unless otherwise posted Consolidated Precision Products (CPP) is an industry-leading manufacturer of highly-engineered components and sub-assemblies, supplying the commercial aerospace, military and industrial markets with small-to-large "function critical" products. CPP provides its customers with a "total solution" source, taking them from concept to finished product with one of the broadest and most diverse product offerings in the industry. More information about our company can be found at: *********************** U.S. person status is required for this position in order to comply with the Arms Export Control and Export Administration Act. U.S. persons are U.S. citizens, legal permanent residents as defined by 8 U.S.C. 1101(a)(20) or protected individuals as defined by 8 U.S.C. 1324b(a)(3). CPP Corporation is an Equal Opportunity Employer that recruits, hires, trains, and promotes employees in all job classifications without regard to race, color, religion, age, sex, sexual orientation, gender identity, marital status, national origin, disability, veteran's status, or other legally protected status. This is a non-management position This is a full time position

Job Title: Human Resources GeneralistJob Description This role partners with the Head of Operations and Operations Value Stream Managers to enhance leadership capabilities, improve workforce efficiency, and support overall operational performance. The position plays a crucial role in developing and implementing scalable onboarding processes for new team members, while also assisting in the training and capability building of HR Generalists. Responsibilities + Contribute to employee engagement strategies and initiatives that reinforce the High-Performance Team (HPT) and Problem-Solving (PLS) culture. + Collaborate with Operations leaders on workforce planning, staffing strategies, and job requisition management. + Review applicant resumes, screen candidates, and build qualified talent pools to support hiring needs. + Develop structured interview guides, selection processes, and hiring workflows to ensure consistency and compliance. + Prepare hiring recommendations and support compensation alignment for candidate offers. + Support Operations leadership in administering the full performance and talent management cycle, including goal-setting, reviews, and development planning. + Ensure consistent application of HR policies, procedures, and operational practices across all teams. + Design, develop, and administer local training programs aligned with skill gaps and business requirements. + Partner with Operations leadership to leverage corporate-sponsored learning and development programs. + Address complex employee relations questions and provide guidance to managers and employees on policy interpretation and issue resolution. + Oversee management and resolution of employee grievances, ensuring compliance with company standards and legal requirements. + Administer the annual merit and compensation review process for all Operations team members. + Provide support on compensation and benefits inquiries, ensuring accurate and timely communication. + Conduct HR reporting, workforce analytics, and metric tracking to support decision-making and operational insights. Essential Skills + Experience in human resources, employee relations, onboarding, and customer service. + Proficiency in HR systems, lean manufacturing, and continuous improvement. + Fluency in Spanish is highly preferred. + Strong understanding of federal and state leave of absence management. + Manufacturing experience, with knowledge of lean, quality, and continuous improvement concepts. + Excellent customer service skills. Additional Skills & Qualifications + Bilingual in Spanish is highly preferred. + Understanding of payroll for emergency backup situations. + Experience as a generalist with knowledge across all HR aspects. + Ability to be an agent of change. + Desirable personality traits include being independent, assertive, outgoing, and approachable. Work Environment The position requires working onsite in a manufacturing environment with approximately 150 production employees. The work schedule is Monday through Thursday, with four 10-hour days, and offers flexibility with start and end times. Comfort with walking the production floor is necessary. The company provides comprehensive medical, dental, vision, and other insurance coverages. Additional benefits include a 401(k) plan with company matching, a defined-contribution retirement plan, career development opportunities, tuition reimbursement, paid parental leave, and various supplemental benefit programs. Employees enjoy paid time off and 13 company-paid holidays. Job Type & Location This is a Permanent position based out of Mcminnville, OR. Pay and Benefits The pay range for this position is $79040.00 - $85000.00/yr. Comprehensive coverage for medical, prescription drugs, dental, vision, voluntary optional life, accident insurance, hospital indemnity insurance and critical illness insurance with competitive premium cost. 401(k) Plan with company matching contributions at 100% of the first 5% of pay Company provided defined-contribution retirement plan with annual contribution equal to 3% of pay Career development and tuition reimbursement Other benefits including paid parental leave, short and long-term disability programs, adoption assistance, a Care.com membership and financial planning assistance are provided at no cost to you. Supplemental benefit programs including identity protection, legal protection, and pet wellness are available at competitive rates. Paid Time Off and 13 Company-Paid Holidays. Workplace Type This is a fully onsite position in Mcminnville,OR. Application Deadline This position is anticipated to close on Feb 5, 2026. About Aston Carter: Aston Carter provides world-class corporate talent solutions to thousands of clients across the globe. Specialized in accounting, finance, human resources, talent acquisition, procurement, supply chain and select administrative professions, we extend the capabilities of industry-leading companies. We draw on our deep recruiting expertise and expansive network to meet the evolving needs of our clients and talent community with agility and excellence. With offices across the U.S., Canada, Asia Pacific and Europe, Aston Carter serves many of the Fortune 500. We are proud to be a ClearlyRated Best of Staffing double diamond winner for both client and talent service. The company is an equal opportunity employer and will consider all applications without regard to race, sex, age, color, religion, national origin, veteran status, disability, sexual orientation, gender identity, genetic information or any characteristic protected by law. If you would like to request a reasonable accommodation, such as the modification or adjustment of the job application process or interviewing process due to a disability, please email astoncarteraccommodation@astoncarter.com (%20astoncarteraccommodation@astoncarter.com) for other accommodation options.

Kim Casey with Robert Half is partnering with her growing client to hire a talented HR Generalist. This role will support the full scope of human resources functions, serving as a trusted partner to employees and leadership. The ideal candidate will help ensure smooth HR operations, foster a positive workplace culture, and will provide guidance in compliance, employee relations, and talent processes. Key Responsibilities + Provide day to day support in employee relations, performance management, and policy interpretation. + Administer HR programs including onboarding, benefits coordination, leave management, and HR data maintenance. + Support compliance efforts by ensuring company policies align with federal and state employment regulations. Please reach out to Kim Casey with Robert Half to review this position. Job Order: 03610-0013368248 Requirements + Strong understanding of HR principles and employment law + Excellent communication and relationship building skills + Ability to manage confidential information with professionalism + Proficiency in HRIS systems and general administrative technology Robert Half is the world's first and largest specialized talent solutions firm that connects highly qualified job seekers to opportunities at great companies. We offer contract, temporary and permanent placement solutions for finance and accounting, technology, marketing and creative, legal, and administrative and customer support roles. Robert Half works to put you in the best position to succeed. We provide access to top jobs, competitive compensation and benefits, and free online training. Stay on top of every opportunity - whenever you choose - even on the go. Download the Robert Half app (https://www.roberthalf.com/us/en/mobile-app) and get 1-tap apply, notifications of AI-matched jobs, and much more. All applicants applying for U.S. job openings must be legally authorized to work in the United States. Benefits are available to contract/temporary professionals, including medical, vision, dental, and life and disability insurance. Hired contract/temporary professionals are also eligible to enroll in our company 401(k) plan. Visit roberthalf.gobenefits.net for more information. © 2025 Robert Half. An Equal Opportunity Employer. M/F/Disability/Veterans. By clicking "Apply Now," you're agreeing to Robert Half's Terms of Use (https://www.roberthalf.com/us/en/terms) and Privacy Notice (https://www.roberthalf.com/us/en/privacy) .

Mid-Willamette Valley Community Action Agency OUR MISSION: EMPOWERING PEOPLE TO CHANGE THEIR LIVES AND EXIT POVERTY BY PROVIDING VITAL RESOURCES AND COMMUNITY LEADERSHIP. Our Vision: All people are respected for their infinite worth, and supported to envision and reach a positive future. The HR Generalist assists with implementing, explaining and enforcing policy; executes on a variety of human resources activities, such as recruitment and selection processes, compensation and pay, benefits, management support, leaves of absences, confidential records and staff medical information, and employment compliance monitoring. This position is key in building morale and retention, and the accomplishment of HR and programmatic goals. MINIMUM QUALIFICATIONS. The requirements listed below are representative of the knowledge, skill, and/or ability required. EDUCATION and/or EXPERIENCE Bachelor's Degree in Human Resources, Business Administration, or related field. Three years of previous experience as a Human Resources Generalist directly serving staff and employees in the administrative functions of personnel programs. HR accreditation with SHRM or HRCI may substitute for a Bachelor's Degree. Equivalent combination of education and experience may be considered. CERTIFICATES, LICENSES, REGISTRATIONS Driver qualifications are not required for this position. Candidate must pass a comprehensive MWVCAA background screening prior to employment. Successful registration with the Central Background Registry of the Child Care Division. Candidate must pass pre-employment and random drug screenings. KNOWLEDGE, SKILLS, AND ABILITIES Knowledge of employment laws and regulations. Experience and demonstrated proficiencies in computer software such as MS Word, Excel, Outlook and other online business tools are required. Excellent oral and written communications; providing information, answering questions and explaining decisions using tact and diplomacy. Exhibits professionalism and communicates respectfully. Ability to present information to small and large groups. Able to work efficiently to meet deadlines. ESSENTIAL DUTIES AND RESPONSIBILITIES This is not intended to be all-inclusive. Employee will also perform other reasonably related business duties as assigned by immediate supervisor and other management as required. Assists with updating and maintaining HRIS and/or payroll system with accurate, timely and confidential data. Supports the PAF processes, and audit requirements. Supports the update and distribution of 1095s for compliance with ACA. Responds to requests via the HR email inbox in a timely manner, and advises other HR team members on more complicated requests. Ensures responses are complete, accurate and professional. Assists with the maintenance of records. Ensures documentation is complete, accurate and secure. Conducts HR inquiries by phone, and HR investigations under the direction and guidance of HR management. Confers with legal counsel as directed. Creates, edits and advises on agency job descriptions that are compliant with pay equity, EEO language, as well as analysis and completion of physical/mental and work conditions stipulations for performance of the job. Approves interview questions for program management. Assists recruiting staff in conducting phone interviews, hiring panels, and onboarding as needed to meet deadlines. Supports talent acquisition efforts with hiring managers. Assists as needed with pre-employment screening such as reference and background checks, and coordinates health screening and skills or language testing when needed. Oversees successful off-boarding of agency staff to authorize IT and payroll system access is disabled, and ensure final paychecks are distributed in a timely manner under state regulations. Supports recruiting process as needed by posting, assigning, and monitoring new requisitions. Works as a team with Manager and recruiters with regard to policy and compliance questions. Works with HR team to ensure monthly New Staff Orientation is staffed and held monthly with required presentations. Works with Benefits Specialist to support the Open Enrollment and monthly enrollment of employees. Performs tasks needed for complex leaves and disability requests, including documentation, Interactive Dialogue Meetings, creating flare-up plans, and advising programs on solutions that support both staff and business objectives. Works collaboratively with Safety Specialist on Workers Compensation cases that involve protected leave and modified duty. Supports staff engagement tasks and activities as requested by manager, including staff surveys, events and outreach. Assists with long-term projects, as needed, in support of Program and Agency initiatives. Assists with HR Assistant, Clerk, and front desk tasks as requested by manager. Facilitates updates to agency pay scales, performs market pay analysis, and updates pay accordingly. Identifies areas of improvement within the HR Team's work and develops training and processes to address them. Performs research required to implement new HR processes and collect data that can inform decision-making. Complies with MWVCAA safety and personnel policies, including punctuality and attendance. Other duties assigned. SUPERVISORY RESPONSIBILITIES There are no supervisory duties in this position. PHYSICAL AND MENTAL DEMANDS Reasonable accommodations may be made to enable individuals with disabilities to perform the essential duties and responsibilities. Specific vision abilities required by this job include close vision and ability to adjust focus. Hearing abilities for interactions with staff and applicants. Occasionally lift up to 25 pounds. Manual dexterity for computer and office equipment. Mobility within office and between worksites. Occasional driving to Agency and community sites within Polk and Marion counties. Able to navigate multiple priorities and pressures of the role in a healthy manner. Requires regular resourcefulness and problem solving while addressing situations that fall outside of standard Agency policies and guidelines. WORK ENVIRONMENT Indoor, office work environment with frequent interruptions and demands. Working with coworkers/clients over the phone and in-person. Occasional noise and distractions in work spaces. Occasional remote work may be approved in advance. MWVCAA is proud to be an Equal Opportunity Employer. We do not discriminate based upon race, religion, color, national origin, sex, sexual orientation, gender expression, age, veterans, and people with disabilities or any other protected category. We welcome all people to join us in achieving our Mission. If you require any assistance in the application process, or reasonable accommodations to perform the essential duties of the position, please notify a member of our team at ************** .

McKenzie-Willamette Medical Center is your community medical provider, serving the Willamette Valley and its residents with inpatient, outpatient, diagnostic, medical, surgical and emergency care. We are your family, friends and neighbors, and we work with and for our community to provide quality healthcare that fits your life and lifestyle. Position Details: Shift: Full-Time, Monday-Friday (8:00am - 5:00pm) Hours: 40/week Job Summary: * Manage leave of absence cases (FMLA, PLO, OFLA, ADA) including benefits coordination as needed * Process all aspects of worker's compensation claims (modified duty, return-to-work, and follow ups) * Policy interpretation & compliance guidance * Leave of Absence and Worker's Comp reporting & analytics * Manage Employee HealthStream compliance * Contractor Management within applicant tracking system * OSHA related duties Qualifications: * 3+ years Human Resources Generalist experience required * Oregon leave management experience required * Healthcare experience preferred * Must possess skills to effectively communicate both verbally and in writing to all levels of system personnel * Requires the ability to exercise tact, diplomacy and a strict adherence to confidentiality * HRCI or SHRM certifications preferred but not required Benefits: * Competitive salary and benefits package * Opportunities for professional development and advancement * Supportive work environment with a collaborative team * Comprehensive healthcare coverage * Retirement savings plan * Paid time off and flexible scheduling options * Student loan repayment program

We are seeking a knowledgeable and detail-oriented Benefits Specialist to join our Human Resources team in Eugene, Oregon. This role supports the administration of employee benefits, retirement programs, workers' compensation, and unemployment processes, working closely with the HR Director and HR Generalist to ensure accuracy, compliance, and consistent support for employees. This role requires a balance of strong organization and genuine empathy. You will serve as a dependable point of contact for employees navigating benefits and claims, often during sensitive moments, while maintaining accurate records and communicating clearly with employees, leaders, and external partners. Success in this role comes from attention to detail, consistency, and a thoughtful, employee-centered approach. Pay: $34.00 - $37.00 per hour Hours: Full Time, Exempt. Mon-Fri 8:30 AM to 5:00 PM Location: West Eugene. Hybrid work is available with up to two remote days per week after 90 days, based on performance and workload. ESSENTIAL DUTIES AND RESPONSIBILITIES Benefits & Retirement Administration Administer all benefit enrollments, including medical, dental, vision, life insurance, and 401(k) plans, using Employee Navigator. Manage new hire enrollments, qualifying life event changes, annual open enrollment, and benefit terminations. Coordinate and support 401(k) open enrollment, including eligibility tracking, employee notices, and enrollment support. Serve as a resource for employees regarding benefit and retirement plan options, eligibility, and coverage. Ensure accurate and timely benefit data entry in Employee Navigator. Coordinate with benefits brokers, retirement plan providers, and carriers to resolve enrollment issues. Ensure all medical invoices are submitted to Accounts Payable in a timely manner. Reconcile medical invoices to verify accuracy and resolve discrepancies. Assist with benefits and retirement communications, notices, and employee education. Workers' Compensation Assist with workers' compensation claims from initial report through resolution. Coordinate with employees, managers, and insurance carriers as needed. Track claims documentation and support return-to-work or modified duty processes. Ensure timely reporting and accurate recordkeeping. Unemployment Administration Manage unemployment claims from receipt through resolution. Prepare and submit timely and accurate responses to unemployment agencies. Coordinate with managers and HR leadership to gather documentation and statements related to claims. Participate in unemployment audits, hearings, and appeals as needed, in partnership with the HR Director and HR Generalist. Track unemployment claims, determinations, and trends to support compliance and cost management. Compliance & Support Assist with ensuring benefits, retirement, unemployment, leave, and workers' compensation practices align with applicable regulations and company policies. Support audits, reporting, and documentation related to benefits, 401(k), leave, workers' compensation, and unemployment. Partner with the HR Director and HR Generalist on process improvements and administrative support. Maintain confidentiality and handle sensitive employee information with discretion. QUALIFICATIONS Required Experience 3-5 years of experience in benefits administration, HR support, or a related role. Basic understanding of employee benefits, retirement plans, and unemployment processes. Strong attention to detail and organizational skills. Clear and professional communication skills. Ability to manage sensitive and confidential information appropriately. Proficiency with HRIS systems and Microsoft Office. Preferred Experience Experience assisting with medical leave, workers' compensation, or unemployment claims. Experience supporting 401(k) open enrollment. Willingness and ability to learn multi-state benefits, unemployment, and leave requirements. Experience working with benefits brokers, retirement providers, insurance carriers, or state agencies. Experience in a multi-location or high-volume employee environment. Bilingual (English/Spanish) a plus. Skills & Competencies Highly organized with strong follow-through Detail-oriented with a focus on accuracy Empathetic, employee-centered approach Willingness to learn and grow professionally Ability to prioritize and adapt in a fast-paced environment Qualifications The pay range for this full-time, non-exempt position is $34.00 to $37.00 per hour, based on experience and qualifications. We also offer a comprehensive benefits package, including: Medical, dental, vision, and life insurance Supplemental disability insurance options 401(k) with company match Paid holidays Paid bereavement leave Free Taco Bell twice per week Same-day pay options through DailyPay Employee Assistance Program, including free access to the Calm app GED completion program Tenure-based incentives Discounts on cell service, theme parks, car rentals, and more

JOB INFORMATION PRE-APPROVED APPLICATIONS ONLY: This is not a competitive recruitment pool. Applications should only be submitted through this posting upon request from Human Resources and/or a college representative. Applications received through this posting will not be considered for any open competitive position, but for college documentation only. Unsolicited applications submitted to this posting will not be considered and immediately rejected. When applying for this position, you might be required to attach the following electronic documents. If you are to attach the documents, it will be clearly communicated to you by Chemeketa's Recruitment team: * Resume/CV * Cover Letter * Unofficial Transcripts - An electronic copy of your academic transcript(s) from an accredited institution which clearly indicate the degree awarded, and any other applicable information, must be attached with your application if you would like it considered as part of your eligibility for the position.Any applicants who earned academic credentials from outside of the United States and wish to use those credits for consideration must also upload an evaluation of college credit earned at the non-U.S. institution. DUTIES & RESPONSIBILITIES Refer to Job Description. Direct any questions to Human Resources and/or appropriate college representative. Institutional Expectations: * Embraces diversity and actively collaborates effectively with a variety of students, staff and the public from diverse cultural, social, economic and educational backgrounds * Participates in recruitment and retention of students at an individual and institutional level in promotion of student success * Embraces, understands and uses appropriate technology tools to accomplish job functions * Provides high quality, effective service to internal and external customers through continuous improvement and adoption of lean office practices CANDIDATE QUALIFICATIONS Please ensure you include all information on your application which you wish to be considered.Your application materials must clearly support that you meet the Minimum Qualifications, Core Competencies and Preferred Qualifications of the position as outlined on the Position Description. ADDITIONAL INFORMATION TERMS OF EMPLOYMENT * All positions at Chemeketa are required to be available for work onsite as requested by the college. * Requires flexible work schedule to meet program needs, which may include evenings and/or weekends * This position may require the use of your personal vehicle for transportation between campus locations * If requested, requires the provision of official transcripts upon hire * Employees must maintain Oregon, Washington or Idaho residency as a condition of employment. * Successful applicants for designated positions must successfully pass a background inquiry, which may include criminal, driving, credit and full background checks. Only information relevant to the position will be considered. An individual with negative information on their background inquiry will not necessarily be denied employment. * Providing false information will result in rejection of an application, employment offer or dismissal PHYSICAL REQUIREMENTS Dependent upon position VETERANS' PREFERENCE Applicants are eligible to use Veterans' Preference when applying with Chemeketa Community College in accordance with ORS 408.225, 408.230 and 408.235; and OAR 105-040-0010 and 105-040-0015. Preference will be given only if the applicant meets the minimum criteria of the position and electronically attach the required documentation at the time of application. For information regarding Veterans' Preference qualifications, visit ***************************************************** DOCUMENTS REQUIRED FOR VETERANS' PREFERENCE * One of the following: * MEMBER COPY 4 of the Certificate of Release or Discharge from Active Duty (DD Form 214 or 215) -OR- * Letter from the US Dept. of Veterans Affairs indicating receipt of a non-service connected pension -OR- * Certification that discharge or release from active duty under honorable conditions will take place not later than 120 days after the submission of the certificate * In addition to one of the above documents, Disabled Veterans must also submit one of the following: * A copy of their Veterans disability preference letter from the Department of Veterans Affairs -OR- * Certification that medical separation from active duty under honorable conditions will take place not later than 120 days after the submission of the certificate. You can request copies of your military service record through the National Archives website at ********************************************************** * Please Note:As part of the first round of screening, the committee will conduct an anonymous review of the application materials and will not be able to view any personally identifiable information.Please be sure that your application is complete and thoroughly depicts how you meet the minimum qualifications, core competencies and preferred qualifications. Required documents must be provided at the time of application. Please remove your social security number from your documents, including transcripts. Documents containing social security numbers will be considered incomplete. Incomplete applications will not be considered. Chemeketa makes employment decisions based solely on the candidate's demonstrated competencies as related to successful performance in the position. LEGAL COMPLIANCE Chemeketa Community College prohibits unlawful discrimination based on the following: Or any other status protected by federal, state, or local law in any area, activity or operation of the College. The College also prohibits retaliation against an individual for engaging in activity protected under this policy, and interfering with rights or privileges granted under federal, state or local laws. Under College policies, equal opportunity for employment, admission, and participation in the College's programs, services, and activities will be extended to all persons, and the College will promote equal opportunity and treatment through application of its policies and other College efforts designed for that purpose. 504/ADA Coordinator for Students For concerns, inquiries or complaints regarding student disability accessibility and accommodations, please contact Karen Alexander, Director of Student Accessibility and Testing Services. Ph: ************ Section 504/ADA Coordinator for Employees For concerns, inquiries or complaints regarding employee disability accessibility and accommodations, please contact Alice Sprague, Vice President of Governance & Administration. Ph: ************ Persons having questions or concerns about Title IX, which includes gender-based discrimination, sexual harassment, sexual violence, gender-based violence, and stalking, please contact the Title IX coordinator, Jon Mathis. Ph: ************, Located at 4000 Lancaster Dr. NE, Salem, OR 97305, You can find additional information at ******************************** All persons having questions or concerns related to Equal Employment Opportunity or Affirmative Action should contact the Affirmative Action Officer at ************, 4000 Lancaster Dr. NE, Salem OR 97305. Individuals may also contact the U.S. Department of Education, Office for Civil Rights (OCR), 810 3rd Avenue #750, Seattle, WA 98104, ************. To request this publication in an alternative format, please call ************. For language access please call ************ or email *******************************.

Job DescriptionDescription: JKC Automotive is looking to grow our Human Resources Team in our Corporate office in Eugene! The Human Resource Coordinator will assist in the daily functions of the Human Resources (HR) department including hiring staff, benefits, and leave, and enforcing company policies and practices. This position will report to the Human Resources Director. Key Responsibilities Recruiting to include finding qualified individuals for open positions within the organization and completing the necessary steps to screen them for hiring. General administration and coordination related to HR function Process new hires and complete their onboarding process Answering all internal and external HR-related queries and requests Maintaining and updating digital employee records Generating reports on general HR activity Supporting the administration of Company Policies. Assisting with (and executing) the termination process Collaborates with corporate office and other facilities as required Other duties as assigned Required Qualifications Associates degree and/or 0-3 years of related HR experience Proficiency in Word and Excel Maintain the highest ethical standards in dealing with confidential information Maintain composure in high-pressure situations Ability to pay attention to detail Excellent interpersonal skills Ability to work in and maintain a highly functional team environment Requirements:

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

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