Human resources manager jobs in Portland, OR

Since opening our doors in 1988, Impact Property Solutions has served thousands of multifamily properties for over 30 years. Today, management companies and property managers trust our outstanding customer service and quick installation every time they need new flooring installed. Impact Property Solutions has built our business around superior customer service, quality workmanship, and same-day or next-day response time. This means we provide the right flooring at the right time. Come be a part of our amazing team of professionals, and build a career in a fast-paced, rewarding industry! Impact Property Solutions is seeking a highly motivated and experienced Human Resources Manager to oversee aspects of human resources management for our flooring company. Supporting a workforce is several states in the western part of the US, the HR Manager will play a critical role in driving organizational success by developing, implementing, and managing HR policies, programs, and services that support our goals. This position requires a hands-on leader who can build strong relationships with managers, promote a positive work culture, and manage HR functions including recruitment, employee relations, performance management, training and development, and compliance. Requirements Human Resources Manager Duties and Responsibilities Reasonable accommodations may be made to enable individuals with disabilities to perform these essential functions. Recruitment & Staffing: Develop and implement strategies for attracting, sourcing, and hiring talent to meet the company's needs. Manage the full-cycle recruitment process, including job postings, interviews, candidate evaluation, and onboarding. Work closely with department heads to ensure staffing needs are met in a timely and cost-effective manner. Manage company headcount expectations to ensure payroll expense is controlled with expectations. Employee Relations: Serve as a trusted advisor to management and employees, providing guidance on HR policies, conflict resolution, and employee concerns. Foster a positive and inclusive company culture, addressing employee issues and improving workplace satisfaction. Investigate and resolve employee complaints or concerns in a fair and timely manner. Performance Management: Develop and implement performance management processes, including employee evaluations, goal setting, and feedback sessions. Guide managers in providing constructive feedback and identifying opportunities for employee development. Monitor and manage performance improvement plans (PIPs) and disciplinary actions, as needed. Compliance & Legal: Ensure the company complies with all federal, state, and local employment laws and regulations, including OSHA and labor laws. Maintain accurate and confidential employee records. Manage workers' compensation claims and ensure safety protocols are followed on job sites and in the workplace. HR Strategy & Reporting: Develop and implement HR strategies and initiatives aligned with the company's overall business objectives. Analyze HR metrics (e.g., turnover rates, employee satisfaction) to assess the effectiveness of HR programs and recommend improvements. Human Resources Manager Competencies Excellent communication skills (written & verbal) Must be detail-oriented and pay close attention to accuracy. Proficiency with MS Office products, including MS Outlook, Excel and Word. Ability to prioritize work and manage time effectively. Proactive problem-solving ability. Excellent verbal and written communication skills. Ability to work efficiently with multiple interruptions throughout the workday. Education and Work Experience Requirements Bachelor's degree in Human Resources, Business Administration, or a related field or equivalent work experience. Master's degree or HR certifications (SHRM-CP, SPHR, PHR) is preferred. Minimum 5 years of human resources experience with at least 3 years in a managerial role. Minimum 2 years of human resources experience in California labor law and other similar states. Experience in a multi-branch organization with 200 employees or more. Experience with HRIS platforms like Paylocity, Paycom, or Paycor is required. Benefits Competitive Health Insurance Plans Vision and Dental Plan Company paid life insurance Generous Paid Time Off Program 401(K) / Roth plan with employer match Generous PTO plus paid Holidays Physical Requirements Travel would be required. Prolonged periods of sitting at a desk and working on a computer. Must be able to lift to 25 pounds at times. Salary Description $100,000 - $165,000

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

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

Role OverviewSodexo is seeking a Human Resources Manager 1 to support Hospital Environmental Services departments at 3 locations in Oregon. The HRM may reside in Portland and must have the ability to travel to Columbia Gorge and Tillamook. The position will support up to 80 employees between 3 locations and be involved in day-to-day operations including recruiting, onboarding, orientation, file maintenance. This is a highly administrative position so proficiency with computers is a must. A valid driver's license is also required. What You'll Dosupport, engage, and help retain staffsupport managers and hourly employees with HR related taskswork daily in software systems such as Microsoft Office, ADP, Kronos, and applicant tracking systemsdemonstrate strong attention to detail and organization What We OfferCompensation is fair and equitable, partially determined by a candidate's education level or years of relevant experience. Salary offers are based on a candidate's specific criteria, like experience, skills, education, and training. Sodexo offers a comprehensive benefits package that may include: Medical, Dental, Vision Care and Wellness Programs 401(k) Plan with Matching ContributionsPaid Time Off and Company HolidaysCareer Growth Opportunities and Tuition ReimbursementMore extensive information is provided to new employees upon hire. What You Bringexperience in administrative support and an HR backgroundhigh-level organization and attention to detail natural ability to learn software quickly flexible with the ability to manage multiple priorities Who We AreAt Sodexo, our purpose is to create a better everyday for everyone and build a better life for all. We believe in improving the quality of life for those we serve and contributing to the economic, social, and environmental progress in the communities where we operate. Sodexo partners with clients to provide a truly memorable experience for both customers and employees alike. We do this by providing food service, catering, facilities management, and other integrated solutions worldwide. Our company values you for you; you will be treated fairly and with respect, and you can be yourself. You will have your ideas count and your opinions heard because we can be a stronger team when you're happy at work. This is why we embrace diversity and inclusion as core values, fostering an environment where all employees are valued and respected. We are committed to providing equal employment opportunities to individuals regardless of race, color, religion, national origin, age, sex, gender identity, pregnancy, disability, sexual orientation, military status, protected veteran status, or any other characteristic protected by applicable federal, state, or local law. If you need assistance with the application process, please complete this form. Qualifications & RequirementsMinimum Education Requirement - High School Diploma or GED or equivalent experience

A confidential healthcare organization is seeking a strategic Human Resources Manager to lead organizational culture, talent strategy, and workforce engagement. This executive role will partner with senior leadership to shape workplace initiatives, drive HR operations, and support a high -performing team. Key Responsibilities Provide strategic human resources and talent guidance to executive leadership. Build and sustain a culture of engagement and operational excellence. Lead the facility HR team in delivering strategic and operational support. Analyze business challenges and deploy targeted HR interventions. Collaborate with regional HR leaders and Centers of Excellence to enhance enterprise -wide HR programs. Oversee deployment of talent development and engagement programs. Support organizational performance, quality, and compliance initiatives. Lead local employee and community engagement efforts. Required Qualifications Active VantageClear MediClear HIPAA certificate or equivalent HIPAA compliance credential required. Bachelor's degree preferred. Minimum 2 years of HR leadership experience Strong strategic leadership and organizational development skills. Proven ability to build partnerships, influence stakeholders, and drive results. Preferred Qualifications PHR or SPHR certification. Experience leading HR functions in healthcare. Strong working knowledge of compliance, workforce engagement, and talent strategy. Benefits Competitive executive compensation package. Comprehensive health, dental, vision, life, and disability coverage. 401(k) with match and retirement readiness programs. Paid time off and paid family leave. Employee assistance and wellness programs. Professional development opportunities.

Join Sunset Imports as our next HR leader! Sunset Imports, the parent company of Audi Beaverton, Porsche Beaverton, Porsche Studio Portland, and Audi Service Portland, is seeking an experienced and strategic Human Resources Manager to lead our people and culture initiatives from our Beaverton, OR campus. With over 45 years of success and approximately 200 team members across multiple retail and service locations, Sunset offers the scale to make an impact and the autonomy to build the next evolution of our HR operation. This is a high-visibility leadership role that will shape strategy, lead compliance, and drive retention in a fast-moving, people-first business. If you're passionate about building exceptional workplaces, supporting high-performance teams, and leading HR with purpose and precision, this is your role. What We Offer: A rare opportunity to lead HR across a growing, multi-brand retail and service group with long-term stability and ambitious growth plans. A leadership seat at the table, partnering directly with executive, department, and store leadership across all Sunset rooftops. A collaborative environment that values integrity, accountability, and development for both employees and leaders. Competitive compensation and a comprehensive benefits package (see below). Career growth opportunities across the Sunset Imports family of dealerships and experience centers. What You'll Do: Serve as the senior HR leader for all Sunset Imports entities including Audi Beaverton, Porsche Beaverton, Porsche Studio Portland, and Audi Service Portland. Develop and implement scalable HR systems and policies that support culture, compliance, and operational performance across rooftops. Own employee lifecycle functions such as recruiting, onboarding, engagement, coaching, leave and benefits administration, and performance management. Partner with store managers and department heads to ensure positive employee relations, timely conflict resolution, and leadership development. Guide organizational planning and change management initiatives to support business growth and structural evolution. Coordinate closely with payroll, accounting, and operations teams to ensure clean process integration and HRIS data accuracy. Conduct regular travel to local rooftops (within the Portland metro area) to stay connected with teams and maintain consistency across locations. What You Bring: 5+ years of progressive HR management experience, preferably in retail, service, or multi-unit operations. Strong knowledge of employment law, compliance standards, and HR best practices. Bachelor's degree preferred; SHRM-CP, SHRM-SCP, PHR, or SPHR certifications strongly valued. Proven ability to coach managers, lead change, and design effective people systems. Excellent communication, discretion, and organizational skills. Experience with HRIS platforms and proficiency in Microsoft Office tools. Valid driver's license and ability to travel locally as needed. Benefits: Competitive compensation. Medical, Dental, and Vision insurance, with optional supplemental coverage for additional peace of mind. Company-paid life insurance. Paid Time Off (PTO) after 90 days of employment. Paid holidays. 401(k) with company contribution. Employee discounts on vehicle purchases and services. If you're ready to lead the next chapter of HR at one of the Pacific Northwest's most respected dealer groups, apply today and help shape the culture and systems that will power our continued success. Sunset Imports is an Equal Opportunity Employer and maintains a Drug-Free Workplace. Employment is contingent on successful completion of background and drug screenings. We participate in E-Verify.

Sseko Designs uses fashion (and now coffee!) to create opportunity, sustainability, and community for women across the world and right here at home. From luxury leather travel bags to customizable footwear, Sseko creates stunning goods with an innovative business model that enables women in the countries where we make products to attend university and pursue their dreams. We are also committed to circularity, keeping all our products in circulation and out of landfills. We want the places where our community of women live and work to not just be more prosperous, but also more healthy and green. Our products are sold by Sseko Fellows, a bright and bold community of dreamers and doers, who are using their passion and smarts to support female scholars across the globe, save the planet, and earn an income to pursue their own dreams. This role requires a spirited, entrepreneurial, analytical, teamwork-loving, active listener-leader who loves rolling up their sleeves to create a thriving culture and obsess the thoughtful details required to recruit, retain, and develop world class teams. Key Responsibilities: Lead recruiting and hiring processes including but not limited to Job Description creation, job listings, screening, team scheduling, and on-going management of the interview processes. Collaborate with key stakeholders to design Onboarding processes, and ensure team onboards new members with excellence. Collaborate with key stakeholders to ensure all standard operating procedures (SOPs) are created and kept up to date throughout the year as processes change and grow. Drive and choreograph our Talent Management and Annual Compensation Planning processes, including up-front definition and continuous improvement and of performance management tools and frameworks (You are both doer and HR thought leader!). Coach, train and guide managers in how to drive, evaluate, and reward excellence. Define and activate thoughtful career plan and development programs and frameworks for high potential employees Act as the point of contact and product manager for all people and communication tools and processes. Lead EDI training and education org wide, and help foster a culture that fosters internal Community Agreements and company values. Drive intentional team activities and events that sustain high trust, fun, energy, alignment, and commitment among individuals and teams Lead team retention activities and strategy. Review and analyze employee surveys, provide feedback and design strategies for change as appropriate. Lead and update annual benefits renewals - research options, present P & L implications to the Executive team, and lead communication about benefit offerings to the team. Participate in organizational structure planning - collaborate with the Executive team to define needed roles. Ensures all processes associated with payroll, new hire, transfer and termination transactions are managed through Gusto (or similar HR system). Proactively communicate, educate and advise on all HR programs and systems. Recommend and drive HR system and process improvements. Ensure compliance and proper application of all federal, state, and local laws, including FMLA, I-9, and FLSA. Qualifications Calm, thoughtful, curious, positive, fun, analytical, energized, results-driven leader Strategic and forward-looking, but also super comfortable working in a fast paced, in-the-moment startup environment. You love creating change and being a part of it. Excellent communication skills with obsessive attention to detail Highly organized with the skill to track projects from inception to final delivery Proficient in Excel, Google Sheets and other reporting and analytics tools. Adaptable! You like and are good at gap filling: stepping into multiple roles as needed! Resourceful, ability to problem-solve and react quickly with a positive can-do attitude Proficient with Google Suite, Asana and Slack Additional Information We are looking for that someone special! You will be a part of an innovative team that is pioneering the path that merges traditional for-profit business models with positive social change for women around the globe and right here at home. You will have the opportunity to grow a company and develop a new model for doing business. The ideal, and rare, candidate will be an incredibly dynamic communicator as well as a true corporate professional. The candidate will be an innovator - excited to communicate a powerfully modern approach to social selling. The candidate must have a passion for our mission, love of people and demonstrate extraordinary professional maturity and leadership skills. If you are an optimist by nature, driven and ready to take charge in building an impact driven brand, this could be the role for you. Time / Opportunity Start Date: February 2022 Location: Headquarters in Portland, OR - Open to remote, preference for Local Compensation: Depending on Experience, Health Insurance, 401k, PTO Equal Employment Opportunity: Sseko is on a mission to use business to create educational and economic opportunities for women across the globe. This is an ambitious goal that will only be accomplished with an inclusive culture that creates space for the most creative and courageous minds to have a seat at the table. We believe that in addition to being in alignment with our value for justice and equality, building a diverse and inclusive team is required in order for us to achieve our audacious dream of creating a brighter and more just future for women everywhere. We do not discriminate on the basis of race, color, religion, marital status, age, national origin, ancestry, physical or mental disability, medical condition, pregnancy, genetic information, gender, sexual orientation, gender identity or expression, veteran status, or any other status protected under federal, state, or local law.

Human Resource Consultant III, Disability Management Job Number: 1317576 Posting Date: Nov 19, 2024, 7:54:57 PM Description Job Summary: In addition to the responsibilities listed below, this position is also responsible for facilitating the return to work process for employees with injuries or illness, independently, and with disability job accommodation requests, and processes for ADA/ADAAA, FMLA, LOA, and workers compensation; providing case management, with some guidance, and serving as a resource to employees, supervisors, and managers to modified duty, disability leave, and workers compensation, working with insurance companies, providing case chronology for legal review or creating documentation for labor grievances, investigations, disputes, fit for duty, and employee issues related to disability management (DM); working with Legal for litigation related issues/cases; maintaining employee database systems; creating reports, metrics, and FMLA/LOA data and conducting analyses to identify DM trends; conducting education and training sessions to stakeholders about DM policies and procedures, with some guidance; utilizing comprehensive knowledge to educate others about integration and alignment with other benefits programs (e.g., STD, LTD, PTO, benefits); following DM policies, procedures, and practices to meet legal, regulatory, and internal compliance, and federal and state laws; and developing strategies, independently, taking action to minimize and mitigate risk.Essential Responsibilities: Supports the development and deployment of strategies, programs, policies, and procedures with HR Centers of Excellence and business stakeholders by assessing HR impact in consideration of changing business strategies; researching and analyzing organizational data and processes to identify trends, root causes, and potential solutions to HR issues; delivering data driven recommendations on HR efforts; and providing solutions in consideration of both HR and business objectives Pursues self-development and effective relationships with others by proactively providing resources, information, advice, and expertise with coworkers and customers; influencing others through technical explanations and examples; providing occasional mentoring to team members; listening and responding to, seeking, and addressing performance feedback; creating plans to capitalize on strengths and develop weaknesses; anticipating and responding to the needs of others; and adapting to and learning from change, difficulties, and feedback.Completes work assignments by applying up-to-date expertise in subject area to generate creative solutions; ensuring all procedures and policies are followed; leveraging an understanding of data, and resources to support projects or initiatives; collaborating cross-functionally to solve business problems; identifying and monitoring priorities, deadlines, and expectations; communicating progress and information; identifying, recommending, and implementing ways to address improvement opportunities; and escalating issues or risks as appropriate.Conducts company human resources support activities by providing support to internal and external stakeholders on diverse HR specialties (e.g., equal opportunity/affirmative action, disability management, recruitment and hiring options, compensation, employee benefits, training); assisting with human resources efforts; applying established procedures to human resources efforts; and fully documenting human resources activities.Assists in the implementation of organizational change efforts by identifying requirements; assessing information to identify solutions to obstacles and mitigating risks; providing input in the creation or revision of change management plans; developing communications; and monitoring ongoing impact of organizational changes or efforts on employees.Performs employee and/or labor relations activities by conducting research and providing recommendations and assistance on employment related regulations both at the State and Federal level; interpreting company policies, procedures, and collective bargaining agreements; researching, identifying, and analyzing employee relations concerns; and referring employees to appropriate resources.Assists with HR investigation efforts by collecting and analyzing data; identifying misalignment with desired compliance actions; conducting interviews; determining action steps for resolution; creating appropriate documentation; and providing input on corrective action plans.Supports reporting of Company employee information and external benchmarks by compiling, completing, and interpreting reports and analyses; and identifying key insights to assist in the development of solutions for HR issues.Supports HR compliance by staying abreast of regulatory changes; interpreting and acting on regulatory updates; and supporting the implementation of designated changes. Qualifications Minimum Qualifications: Minimum one (1) year of experience in return to work, disability management, Americans with Disabilities Act Amendments Act (ADAAA), case management, workers compensation, Family and Medical Leave Act (FMLA), leaves of absence programs, or related experience.Bachelors degree in Human Resources, Business, Social Science, Public Administration or related field and Minimum three (3) years experience in human resources or business operations. Additional equivalent work experience in a directly related field may be substituted for the degree requirement. Additional Requirements: Primary Location: Oregon-Portland-Kaiser Permanente Building Regular Scheduled Hours: 40 Shift: Day Working Days: Mon, Tue, Wed, Thu, Fri Start Time: 08:00 AM End Time: 05:00 PM Job Schedule: Full-time Job Type: Standard Employee Status: Regular Job Level: Individual Contributor Job Category: HRBP/Consulting Public Department Name: Kaiser Permanente Building - Rgnl HR-Workers Comp Admin - 1008 Travel: No Employee Group: NUE-NW-01|NUE|Non Union Employee Posting Salary Low : 92000 Posting Salary High: 119020 Kaiser Permanente is an equal opportunity employer committed to a diverse and inclusive workforce. Applicants will receive consideration for employment without regard to race, color, religion, sex (including pregnancy), age, sexual orientation, national origin, marital status, parental status, ancestry, disability, gender identity, veteran status, genetic information, other distinguishing characteristics of diversity and inclusion, or any other protected status.Click here for Important Additional Job Requirements. Share this job with a friend You may also share this job description with a friend by email or social media. All the relevant details will be included in the message. Click the button labeled Share that is next to Submit.

This leadership position is responsible for overseeing and executing HR programs and strategies to align with organizational goals. You'll manage key HR areas like Talent Acquisition, Talent Engagement, and Employee Relations while driving initiatives that support a positive, efficient work environment. Your ten direct reports will consist of, but are not limited to, Talent Acquisition Partners, HR Business Partners, HR Engagement Specialists, and the Employee Health Program Manager. As a strategic advisor and change agent, you will lead HR teams, communicate proactively, and ensure compliance with policies and regulations. You'll manage department finances, track key performance metrics, and guide leaders in people management, fostering a culture of compassion, collaboration, excellence, and integrity. This role requires a blend of operational expertise, leadership, and a passion for enhancing employee experience. Essential Functions: Function Management. Manages human resources programs, policies, and procedures in a manner that effectively supports organizational needs and promotes a positive employee experience. Representative duties and responsibilities include, but are not limited to: Develops, implements, and monitors programs, policies, and procedures; identifies opportunities for improvement and initiates appropriate enhancements and/or corrections. Directly manages one or more of the following teams: Talent Acquisition: Manages the design, administration, and ongoing evaluation of talent acquisition programs to attract highly capable, culture-aligned top talent to Hillsboro Medical Center (HMC). Leads the Talent Acquisition team. Develops and promotes HMC's employer brand and employment value proposition. Develops and maintains effective talent acquisition programs and processes, including sourcing, recruiting, selection, and onboarding. Oversees agency staffing program and processes; negotiates and manages staffing agency and vendor agreements. Guides and supports hiring managers in making timely and successful hires. Talent Engagement: Manages the design, administration and ongoing evaluation of employee engagement and talent management programs to create a compelling employee proposition that supports ongoing development and retention of top talent at HMC. Leads the HR Business Partners team. Develops and oversees employee/labor relations, performance management, and performance development activities that are in alignment with HMC's mission, vision, and values. Assists with leadership development, problem resolution, conflict management, performance management, disciplinary issues, grievance procedures, fact-finding, and investigations, succession planning, and staffing and workforce planning. Participates in collective bargaining. Coaches and supports leaders in navigating people-management challenges and opportunities. Provides HR expertise to support regulatory interpretation and application. Ensures HR policies, procedures and processes developed, maintained, and implemented in compliance with all legal and organizational requirements, standards, and procedures. Advises management to ensure consistent application and integration of policies, procedures, and practices. Leads and supports projects and change activities for a variety of initiatives, ranging from simple to complex. Develops and implements effective supporting materials including, but not limited to project plans, communication plans, training aids/educational content, and talking points/scripts. Manages HR contracts in accordance with organizational guidelines. Manages contractor and vendor relationships and related processes to achieve HMC objectives. Ensures compliance with collective bargaining agreements and maintains relationship with union partners. Develops and maintains metrics for key human resources indicators such as employee retention, turnover, benefits, labor costs, charges and lawsuits, unemployment costs, and employee engagement. Monitors and analyzes data and provides timely and effective reports. Researches trends and best practices. Recommends strategies to capitalize on opportunities or address areas of concern. Monitors and manages operational performance. Develops and maintains appropriate department metrics and measures, including but not limited to telephone wait and hold times, time to service appointment availability, and check-in and wait times. Monitors and manages patient/customer satisfaction. Actively engages in performance improvement and quality initiatives. Provides timely, accurate reports and communications regarding department operations and performance. Builds and maintains effective working relationships. Advises and consults with leaders, providers, and other personnel. Serves as a liaison across disciplines. Participates as an active member of various committees; leads work groups, projects and committees as assigned. Maintains professional skills, subject matter expertise, and awareness of regulatory changes, compliance issues, innovations and developments, through research and training/continuing education opportunities. Stays abreast of trends and best practices. Maintains programs and records in good order, as required for efficient and effective operations. People Management: Provides leadership oversight and direct supervision for assigned staff to ensure consistent delivery of high-quality services. Executes leadership and supervision tasks in an accurate, equitable, timely and effective manner to meet service and performance expectations. Representative duties and responsibilities include, but are not limited to: Manages and leads employees from selection and hiring through offboarding/separation. Coaches, mentors, and supports supervisors and subordinate staff in the performance of their duties. Establishes clear expectations and fosters an environment that supports effective communication through effective use of formal and informal discussion, 1:1's, huddles, and staff meetings. Pro-actively monitors and manages employee satisfaction and engagement, turnover, training and development, and performance. Responds to union grievances. Takes appropriate action to identify and resolve concerns or issues. Acts as the first line of mediation for conflicts between staff and/or patients and staff. Develops and implements skills-training and scripting for dealing with difficult patients/customers and service recovery appropriate to the setting. Manages department staffing. Takes action to fill positions and manage schedules to meet workflow demands. Ensures timely processing of timecards and leave requests. Financial Management: Leads department financial processes and related activities. Representative duties and responsibilities include, but are not limited to: Monitors and manages department financial performance using appropriate metrics and measures. Responsible for understanding, monitoring, and managing assigned budgets. Seeks opportunities to increase volumes, enhance revenues and reduce expenses. Works closely and pro-actively with senior leader(s) to plan and develop operational and capital budgets and to address any financial challenges that may arise. Acts as the decision maker at the department level, within the scope of approved budgets and operational plans. Analyzes data and uses sound judgement in making independent decisions. Supports and represents Hillsboro Medical Center's mission, vision, and values. Compassion: Creates a welcoming environment of kindness, inclusivity, and responsiveness Collaboration: Works with others to improve the health and wellness of Hillsboro & Washington County Excellence: Provides the highest quality of care and service Integrity: Demonstrates honesty, transparency, and accountability Decision Making & Budgetary Responsibilities Acts as the decision maker at the department level, within the scope of approved budgets and operational plans. Analyzes data and uses sound judgement in making independent decisions. Responsible for understanding, monitoring, and managing assigned budgets. Works closely and pro-actively with senior leader(s) to plan and develop operational and capital budgets and to address any financial challenges that may arise. Performs other related duties and special projects, as assigned. JOB SPECIFICATIONS Minimum Qualifications: Education and Experience Required: Bachelor's degree in a related field, or an equivalent combination of education and experience Five (5) years of job-related experience Two (2) years of experience directly supervising others Preferred: Specific functional experience and expertise relevant to the assigned functions (Talent Acquisition and Talent Engagement) Healthcare HR experience Labor relations experience Licenses & Certifications Preferred: PHR/SPHR or SHRM-CP/SCP Certification Required Knowledge, Skills, and Abilities Knowledge of: Contemporary human resources program management principles, practices, methods, and procedures Applicable Federal, State, and local laws, rules, regulations, codes, and/or statutes Employee & labor relations principles and practices Contemporary leadership and management practices Skill in: Building strong Interpersonal relationships Conflict resolution and mediation Negotiation and settlement of workplace disputes Data collection and analysis Oral and written communication and active listening Leading and motivating individuals and teams to meet performance goals Change management Small group facilitation and training Conducting internal investigations, including disciplinary, grievance, and BOLI/EEOC investigations Planning and organizing work to meet deadlines Managing resources (people, equipment, budgets) and workflows (activities) to meet performance and financial objectives Using contemporary tools, technology, and systems for purposes of communication, collaboration, data collection, monitoring, and reporting Ability to: Develop and maintain a working understanding of the health care industry and the operations of Hillsboro Medical Center Apply human resource experience and expertise to address complex problems and resolve workforce management issues Work effectively with people from a variety of backgrounds and perspectives Exercise persuasion and influence to lead others to achieve results Successfully navigate complex and sensitive situations Organize, synthesize, and analyze varied and complex data to understand issues and conceptualize and develop solutions Communicate complex concepts effectively to a variety of audiences Compose professional and technical documents using correct grammar and punctuation Identify training needs and design effective content Mentor and coach individuals and teams to achieve high levels of performance Exercise good judgment in taking initiative and making decisions Tolerate a high degree of ambiguity and adapt quickly to changes in the work environment Learn and apply new methods, processes, technology and/or computer programs in a timely and effective manner Work on site as needed, travel to different work locations, and to work occasional evenings or weekends. Additional Posting Information Hillsboro Medical Center believes in providing equal employment opportunities for all qualified individuals. Recruitment, hiring, promotions, transfers, working conditions, training, and compensation will be based on qualifications without regard to race, color, sex, sexual orientation, gender identity, religion, age, creed, national origin, marital status, family relationship, veteran status, genetic information, physical or mental disability, or any other status or characteristic protected by applicable law. We further commit ourselves to continuing the practical application of this policy in our daily business conduct.

We are seeking a highly skilled and experienced Human Resources Representative/Senior to join our team with a specialized focus on supporting Public Safety departments, including the Jails Services and Administration, Juvenile Detention, Prosecuting Attorney's Office, and the Children's Justice Center. This is a critical role that requires a deep understanding of the unique HR needs and operational structures within Public Safety. The ideal candidate will bring a collaborative spirit, strong problem-solving skills, and a commitment to public service. Qualifications Any combination of experience and training that would likely provide the required knowledge will be considered. Required Qualifications: * Equivalent to a bachelor's degree in human resources, public administration, business administration, psychology or organizational behavior, or a related field. * Two (2) to four (4) years of professional-level human resources experience with at least one (1) year of labor relations experience. * Demonstrated knowledge of employment law, labor relations, and HR best practices. * Experience working with unionized workforces and interpreting collective bargaining agreements. * Strong interpersonal, communication, and conflict resolution skills. * Ability to manage multiple priorities in a fast-paced, high-stakes environment. Required for Senior placement: * At least five (5) years of progressively responsible HR experience, with 3+ years supporting Public Safety or similar high-compliance environments. Preferred: * Experience supporting HR functions for law enforcement, corrections, juvenile justice, or prosecutorial settings. * HR certification (e.g., SHRM-CP/SCP, PHR/SPHR, highly desired. * Intermediate to Advanced Competency with Workday or other similar enterprise HRIS platforms. * Additional graduate-level coursework or a degree is highly desirable. Why Join Us? * Be part of a mission-driven team that supports those who serve and protect our community. * Work in a collaborative, supportive environment that values innovation and integrity. * Enjoy competitive compensation, excellent benefits, and opportunities for professional growth. SELECTION PROCESS: Resumes and cover letters must be attached together in the 'Resume Upload' section of the application. Multiple files are allowed, but all applicant attachments must be uploaded simultaneously, as there is no way to edit or append uploaded materials after submitting the application. Application Review (Pass/ Fail) - An online application is required. Attaching a resume does not substitute for a completed application; incomplete applications will not pass the application review. Candidates deemed most qualified will be invited to participate in the remainder of the selection process. Oral Interview - The interview will be job related and may include, not limited to, the qualifications outlined in the job announcement. Employment references will be conducted for the final candidates and may include verification of education. Depending upon qualifications, this position may be filled at a Senior Level. This position will remain open until filled. First review date Friday, November 28, 2025. Examples of Duties Key Responsibilities * Serve as the primary HR liaison for Public Safety departments, providing expert guidance on employee and labor relations, classification and compensation, recruitment, and performance management. * Partner with department leadership to support workforce planning, organizational development, and employee engagement initiatives. * Interpret and apply collective bargaining agreements, civil service rules, and employment laws in a complex, unionized environment. * Manage sensitive and complex employee relations matters with professionalism, discretion, and fairness. * Lead or support investigations, disciplinary actions, and grievance processes. * Collaborate with HR colleagues to ensure consistency and compliance across all HR functions. * Contribute to the development and implementation of HR policies, procedures, and training programs tailored to Public Safety operations. Key Skill Set/Competencies for a Human Resources Representative/Senior role with a focus on Public Safety (including Jails, Sheriff's Office, Prosecuting Attorney's Office, Juvenile Detention, and the Children's Justice Center) should reflect both technical HR expertise and the unique demands of high-compliance, high-stakes environments. Core HR Competencies * Employee & Labor Relations: Deep understanding of labor laws, grievance procedures, investigations, and union contract interpretation. * Classification & Compensation: Ability to evaluate job roles, conduct market analysis, and apply compensation frameworks. * Recruitment & Talent Acquisition: Experience with sourcing, screening, and onboarding in specialized or hard-to-fill roles (e.g., law enforcement, legal professionals). * HRIS Proficiency: Skilled in using systems like Workday, including transaction processing, reporting, and workflow management. * Policy Development & Compliance: Ability to draft, interpret, and enforce HR policies in alignment with legal and organizational standards. Public Safety-Specific Knowledge * Understanding of Public Safety Operations: Familiarity with the structure, culture, and operational needs of law enforcement, corrections, juvenile justice, and prosecutorial environments. * Civil Service Rules & Union Environments: Experience navigating civil service systems and working with multiple bargaining units. * Confidentiality & Discretion: High level of integrity when handling sensitive personnel matters, investigations, and legal issues. Interpersonal & Leadership Skills * Conflict Resolution & Mediation: Ability to de-escalate tensions and facilitate fair outcomes in high-pressure situations. * Stakeholder Engagement: Skilled at building trust and credibility with command staff, legal professionals, and frontline personnel. * Coaching & Advising: Acts as a strategic partner to department leaders, offering guidance on performance, discipline, and workforce planning. Analytical & Strategic Thinking * Problem Solving: Ability to assess complex situations and develop practical, compliant solutions. * Data-Driven Decision Making: Use of metrics and reports to inform HR strategies and identify trends. * Project Management: Capable of leading or contributing to cross-functional initiatives, such as policy rollouts or system implementations. Salary Grade M2.201 - M2.202 Salary Range $6,498.00 - $9,673.00- per month Close Date Open Until Filled Recruiter Leslie Harrington Smith Email: *********************************** Equal Opportunity Employer Clark County is an equal opportunity employer committed to providing equal opportunity in employment, access, and delivery of all county services. Clark County's Equal Employment Opportunity Plan is available at ************************************************** Employee Benefits and additional compensation Clark County provides regular full-time and part-time employees with a comprehensive benefits package which includes medical, vision and dental insurance, paid leave, flexible spending accounts, life insurance and long-term disability, retirement, and deferred compensation. Some types of employees in some positions and bargaining units might have different benefits and additional compensation. More specific benefit information for the different bargaining units can be found at ******************************************************* Also please refer to the specific bargaining unit contract for additional compensation at *********************************************** Retirement Information All Clark County employees must participate in a WASHINGTON STATE RETIREMENT SYSTEM PLAN (PERS, PSERS or LEOFF).Employee contributions begin the first day of work. Current contribution rates vary by plan but could range from 5% to 15% of gross pay, depending on the plan choice. For additional information, check out the Department of Retirement Systems' web site here: ********************** If you are in need of ADA/Section 504 assistance for accommodations, please contact Human Resources at **************; Relay **************.

Our Culture DZYNE Technologies is leading the future of autonomous defense. Based in Irvine, California, we develop and manufacture advanced airborne and ground-based defense solutions deployed in over 50 countries. Backed by U.S. Government Programs of Record, our technologies are field-proven. scalable, and production ready. We're growing fast and looking for innovators ready to make an impact. At DZYNE, you'll join a culture built on collaboration, integrity, and purpose. We celebrate wins, value diverse perspectives, and support every team member's success. Ready to do work that matters? Join us. Position: Talent & HR Coordinator - Portland, OR Location: Portland, OR Work Schedule: This is a full-time, on-site position. The selected candidate is expected to work standard business hours at the designated work location and actively collaborate with cross-functional teams in person. Position Overview: DZYNE is seeking a highly organized and personable individual to join our HR team as a Talent & HR Coordinator. While this role will be based in our Portland office, the position is an integral part of the company-wide HR and Talent team and will collaborate closely with HR colleagues across all locations. This role will be instrumental in ensuring that candidates have a seamless transition into our organization and that all employees have a positive and engaging experience throughout their tenure. The ideal candidate will possess excellent communication skills, attention to detail, and a passion for creating a supportive and inclusive workplace culture. This individual will play a key role in ensuring that candidates have a seamless transition into our organization, starting at the recruitment phase. This individual will also support office administration functions to help maintain an efficient, welcoming, and professional Portland office environment. Overall, the individual will play a key part in supporting our recruitment efforts by assisting with scheduling interviews, coordinating candidate communications, and maintaining recruitment records. The Talent & HR Coordinator will seamlessly transition candidates to new hires, coordinate new hire onboarding schedules, and ensure that every step is flawlessly executed. Key Responsibilities: Candidate Scheduling: * Coordinate and schedule interviews between candidates and hiring managers, ensuring that all parties are informed of the details and logistics. * Manage interview schedules, conference room bookings, and any necessary accommodations for candidates. * Communicate effectively with candidates to provide necessary information and gather availability for interviews. * Partner with internal stakeholders to provide a best-in-class experience from first interview to first day. Candidate Communication: * Coordinate pre-interview communications, including confirmation emails, interview agendas, and any required documentation. * Arrange travel for candidates who live outside of the area. * Collect feedback from interviewers and candidates following interviews and ensure that all relevant parties are informed of outcomes. Onboarding: * As an HR & Talent Coordinator, you will be responsible for managing the onboarding process for new employees. * Execute comprehensive onboarding programs for new hires, including orientation sessions, training schedules, and introductions to key team members. * Coordinate with various departments to ensure that new employees have the necessary resources and support to succeed in their roles. * Act as a point of contact for new hires, addressing any questions or concerns they may have during the onboarding process. * Continuously evaluate and refine onboarding processes to enhance the experience for new employees. * Partner with internal stakeholders to provide a best-in-class experience. * An appreciation for being a keeper of our brand and a passion for delivering a consistent, stellar employee experience. Portland Office Administration: * Serve as the on-site point of contact for general office operations in the Portland office. * Coordinate office logistics, including supply management, mail and package handling, and vendor communications. * Support facility coordination (e.g., maintenance requests, security access, space setup, and visitor management). * Assist with organizing local employee engagement activities, meetings, and company events. * Ensure the office maintains a professional, organized, and welcoming atmosphere that reflects DZYNE's culture and values. * Liaise with the corporate HR and Operations teams to align Portland office needs with broader company initiatives. Documentation and Compliance: * Ensure that all onboarding processes adhere to company policies and compliance requirements. * Maintain accurate records of employee onboarding activities and documentation. * Stay up to date on relevant employment laws and regulations, ensuring compliance in all HR practices. Qualifications: * A bachelor's degree in human resources, business administration, or a related field is preferred. * 2+ years of experience in HR, with a focus on onboarding, employee engagement, talent acquisition or related areas. * Effective communication skills are vital as this position interacts and coordinates with every department within DZYNE. * Exceptional customer service skills * To thrive in this role, you'll need a solid understanding of I-9 procedures and a background in HR practices. * Experience as an HR/Talent coordinator or in a similar HR role. * Experience with Applicant Tracking System (ATS), preferably Paycor/Newton. * Experience with HR standard software, such as Paycor. * The ability to work with sensitive and confidential information. * Excellent verbal and written communication skills. * Excellent organizational and time management skills. * Must have a strong work ethic and a high level of professionalism. * A high-level organization and attention to detail are an absolute must. * Proven ability to interact with new hires and collaborate closely with the onboarding. team, peers, recruiters, and hiring managers to optimize the hiring process. * Strong teamwork skills. * 5+years of relevant work experience in a coordinator or administrative role. * Knowledge of Microsoft Office software. * Education/Licensure/Certification: High school Diploma or equivalent required. Clearance Required: No Travel: Not required. Working Conditions: The diversity of work conditions may range from an environment where there is little or no physical discomfort, such as a general office environment or warehouse. Physical Demands: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. * Must have the ability to stand, climb, and occasionally lift a minimum of 15 lbs. * Regularly required to crouch and reach to install/move equipment by bending forward at the waist or by bending legs and spine * Involves movement between departments, floors, and worksites to facilitate work. * May be performing physical activities including, but not limited to, heavy lifting and moving of items, climbing in and out of equipment, crawling, and working outdoors. Other Requirements: It is an essential requirement for the person in this role to have a legal right to work in the United States. Salary: $56,000- $90,000 annually Salary depends on relevant work experience, education, training, essential skills, and/or other factors such as specialized or high-demand professions. In addition to the annual salary, the position will be eligible for an annual bonus. The pay range for this job level is a general guideline only and not a guarantee of salary or annual bonus. Benefits: Our benefits are DZYNE'ed for your overall health and financial wellness. DZYNE provides comprehensive medical, dental, and vision plans, employee life and accidental death, and disability. DZYNE Technologies is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, sex, national origin, disability, or protected veteran status. In addition to federal law requirements, DZYNE Technologies complies with applicable state and local laws governing nondiscrimination in employment in every location in which our company has facilities. This policy applies to all terms and conditions of employment. #LI-HYBRID/#LI-REMOTE/#LI-ONSITE Pay Range: $56,000 - $90,000 per year

This is a hybrid role that is highly consultative and requires regular in-person meetings at various Legacy Health locations across the Portland Metro area. The People & Culture organization at Legacy is about prioritizing our people so that we can prioritize our patients. We are transforming a traditional human resources function into a team of professionals who develop creative solutions to attract, develop and retain diverse, high performing talent. Within the People & Culture team, we are building a spirit of curiosity, experimenting with innovative approaches and challenging past practices to ensure we aren't just responding to today's workforce challenges, but can predict them. This is a pivotal moment in the healthcare industry, and Legacy's People & Culture team sees this as an opportunity to reimagine what it means to work in one of the world's most complex yet rewarding industries. For us it's about building a legacy where our people can do their best and be their best. Our mission of making life better for others includes every person we serve, including our employees. By promoting HR services, initiatives and programs and managing labor relations, you will help to support management-level and employee customers so that Legacy Health can most effectively work as a team with a unified goal. If this is how you view your work as an Employee Relations Consultant, we invite you to consider this opportunity. Another important thing about Legacy: We strive to be a diverse, culturally responsive, anti-racist organization. Diversity, equity and inclusion is a priority at Legacy - it shapes how we work, interact with one another and see the world. This is a commitment you must share too. If you want to make a real difference in the lives of people, communities and our beloved Pacific Northwest region, please take a look - we invite you to apply and consider joining our team, our organization and our mission. As the largest nonprofit health system serving the Portland-Southwest Washington and mid-Willamette Valley areas, Legacy Health provides a range of services - we have six hospitals, one of which includes a center solely dedicated to children's care, Randall Children's Hospital at Legacy Emanuel. We run more than 70 primary care, specialty and urgent care clinics, employ nearly 3,000 doctors and providers and more than 13,000 employees. We also operate labs and a research center. Our major partnerships include those with PacificSource Health Plans and the Unity Center for Behavioral Health, a one-of-a-kind center for people facing a mental health crisis that is collaboratively operated between four regional health systems and numerous community partners. Health care experience is preferred (i.e. familiarity with licensure and certifications, Joint Commission survey audits, etc.). Labor relations experience is also a plus. Responsibilities * Provide consultative support to management and employees on human resources strategies, employee relations, and labor relations matters. * Serve as a trusted advisor and visible HR partner across the Legacy Health system. * Contribute to the strategic development and implementation of HR services, initiatives, and programs. * Manage all aspects of labor relations, including: * Union communications * Collective bargaining and contract negotiations * Contract interpretation and compliance * Grievance resolution * Education and coaching for managers on labor-related issues * Promote and maintain a professional, solutions-focused approach to internal HR partnerships. * Translate Legacy Health's organizational goals and values into practical, people-centered solutions within assigned areas of responsibility. Qualifications Education: * Bachelor's degree, Master's preferred. * Relevant experience may be substituted for educational requirements. Experience: * Seven years or more of progressively responsible experience in the HR field. * Knowledge of laws, acts and regulations governing employee and labor relations. * Health Care experience preferred. Skills: * Working knowledge of all HR functional areas (employment, benefits, compensation, employee relations, training and development, human resources information systems, workforce planning), in addition to in-depth knowledge of two to three functional areas. * Strong presentation skills, ability to present data and information as a subject matter expert. * Demonstrated ability to discern pertinent data from raw information, evaluate and consult around solutions. * Demonstrated ability to influence decisions and actions of customers. * Comfortable with public speaking to include a wide variety of audiences. * Strong verbal and written communication skills. Licensure * PHR or SPHR certification preferred. Pay Range USD $48.91 - USD $72.88 /Hr. Our Commitment to Health and Equal Opportunity Our Legacy is good for health for Our People, Our Patients, Our Communities, Our World. Above all, we will do the right thing. If you are passionate about our mission and believe you can contribute to our team, we encourage you to apply-even if you don't meet every qualification listed. We are committed to fostering an inclusive environment where everyone can grow and succeed. Legacy Health is an equal opportunity employer and prohibits unlawful discrimination and harassment of any type and affords equal employment opportunities to employees and applicants without regard to race, color, religion or creed, citizenship status, sex, sexual orientation, gender identity, pregnancy, age, national origin, disability status, genetic information, veteran status, or any other characteristic protected by law. To learn more about our employee benefits click here: ********************************************************************

We are seeking an experienced Mid-level Human Resource Generalist who is passionate about employee relations, compliance, and building strong partnerships with leaders and employees alike. At Princeton Property Management, we believe strong communities start with strong people. Our mission is rooted in integrity, accountability, and operational excellence, and our Human Resources team plays a vital role in supporting the employees who make that possible. Compensation: Wage: $33.00-$35.00 per hour, depending on experience Phone Reimbursement: $85.00 monthly Why This Role This is a hands-on HR role for a professional who enjoys being the primary point of contact for employees, navigating complex employee situations, and owning key HR programs. You'll have the opportunity to make a direct impact on employee experience, compliance, and organizational success in a multi-site environment. Key Responsibilities Serve as a trusted HR partner to employees and leaders on employee relations, coaching, conflict resolution, and disciplinary action Manage and facilitate paid and unpaid leaves, including state-paid leave programs Administer benefits enrollment and annual open enrollment, including benefits reporting and census management with Lockton Build, maintain, and update benefits integration files and system feeds File and manage workers' compensation claims with SAIF and maintain OSHA 300/300A logs Support and assist with the Safety Committee and safety initiatives Manage employee files, required notices, and HR document compliance Handle unemployment responses and filings Manage ACA tracking and ACA reporting Assist with HR system troubleshooting, updates, and training Manage employee communications, including weekly employee updates Support recruiting marketing and employer branding across career sites Qualifications 3+ years of progressive HR Generalist experience Strong experience in employee relations, benefits administration, and leave management Working knowledge of workers' compensation, OSHA, ACA, and unemployment Experience working with HRIS systems and benefits integrations Ability to handle sensitive matters with discretion and professionalism Strong organizational skills and attention to detail Preferred Multi-state HR experience Experience in property management, real estate, or multi-site operations Experience working with vendors such as Lockton and SAIF What We Offer Competitive compensation Comprehensive benefits package A collaborative, mission-driven culture Opportunity to own meaningful HR programs and make a real impact Professional growth within a stable, values-driven organization Schedule Mon-Thurs 9 Hour Days Friday Half Days' Potential Remote Day - One Day a Week

DUTIES & RESPONSIBILITIES * Coordinate and support HR processes throughout the employee lifecycle, including working with managers on staffing requirements, job postings, offer letters, onboarding, personnel changes, and terminations. * Responsible for leave administration which includes Family and Medical Leave Act (FMLA), Americans with Disabilities Act (ADA), accommodation requests as well as other short-term and long-term disability leave programs. * Participate in and conduct employee investigations with the HR Business Partner making recommendations for eliminating or reducing exposure potentials. Reads situations quickly, actively listens, and settles disagreements and disputes equitably. * Respond professionally and timely to requests. Foster an environment encouraging open and clear communication. * Takes inquiry calls from employees and responds to requests. * Provides Human Resource based reporting upon request or as planned to Operations. * Support workplace training and safety programs. * Work with the HR Team, Managers and employees to support implementation and maintenance of Compensation/Benefit policies, programs and procedures. * Support time card and payroll administration. * Provide support to the Human Resources Business Partner and cover as backup in their absence. * Performs other duties as assigned. * * QUALIFICATIONS, SKILLS & COMPETENCIES * Ability to Interpret and apply HR policies, procedures, programs and processes. * Demonstrated understanding of labor and employment law both state and federal. * Strong interpersonal and written/verbal communications skills. * Strong organizational and prioritization skills and the ability to balance several priorities from multiple sources required. * Committed to a high standard of safety and comply with all safety policies and practices. * Ability to interact effectively with other departments and all levels of management. * Degree in Human Resources or equivalent combination of education and experience required. * 3-5 years' progressive human resources experience. * Client-focused approach with a commitment to providing quality service. * Ability to travel approximately 25% of the time. CNRG offers a range of benefits for both Full Time and Part Time employees: * All levels of employment enjoy our fantastic employee discount * 401k with employer match * Employee Assistance Program * Part-Time benefits include Paid Sick Time, Vision, Dental, Critical Illness, and an Accident plan * Full-Time benefits include the additional benefits of Paid Sick Time, Medical, Vision, Dental, LTD/AD&D, STD, Life Insurance, Dependent Life Insurance, Will prep services Central Network Retail Group, LLC complies with all applicable equal employment laws, including the Americans with Disabilities Act. Qualified individuals with a disability may request reasonable accommodation from the company.

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

MWVCAA Human Resources is hiring! We are looking for a dynamic, talented HR Generalist, Bilingual Spanish, to join our team in supporting one of our largest business units. Join our team to make a difference in community! The Human Resources (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 experience as a Human Resources Generalist directly serving staff and employees in the administrative functions of personnel programs. May accept Associates Degree plus 4 years of human resources experience 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/alcohol 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. Ability to present information to small and large groups. Able to work efficiently to meet deadlines. Bilingual English-Spanish capabilities are required for this position. To qualify as bilingual, staff must pass a bilingual exam demonstrating fluent speaking, reading, and writing in English and Spanish. Required bilingual staff will receive a pay differential based on language test results. 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. Responds to requests via the HR email inbox as needed, and advises other HR team members on more complicated requests. Assists with the maintenance and communication of records. Ensures documentation is complete, accurate and secure. Conducts HR investigation 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 and inclusive language, as well as complete physical/mental and work conditions stipulations for performance of the job. Approves interview questions for program management. Distributes incoming requisitions to recruiting staff. Assists as needed with pre-employment screening such as reference and background checks, and coordinates health screening when required. Oversees successful on-boarding systems and documentation as well as off-boarding of agency staff to authorize IT and payroll system access, and ensure final paychecks are distributed in a timely manner under state regulations. Serves as point of contact for recruiters with regard to policy and compliance questions. Works with recruiters and HR Assistants to ensure monthly New Staff Orientation is staffed and held monthly with required presentations. Works with Benefits Specialist to assure monthly billings are reviewed in a timely manner and complete. Supports the Open Enrollment and monthly enrollment of employees. Works with the HR Manager to navigate complex leaves and disability requests. Assists with long-term projects, as needed, in support of Program and Agency initiatives. 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. Collaborates with HR team members on work when needed. 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. 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. This is an on-site position. Ability to occasionally work outside of normal business hours, including evenings and weekends, to support Program needs. 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 ************** .

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

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

This posting will remain open until filled Hours: 8 hours per day, 261 days per year Bilingual (English/Spanish) Preferred Job Title: HUMAN RESOURCES SPECIALIST - LEAVES & BENEFITS Classification: CONFIDENTIAL/SUPERVISORY POSITION SUMMARY: The job of Human Resources Specialist - Leaves & Benefits is done for the purpose of ensuring that personnel procedures conform to district policies, state and federal laws and regulations. This position primarily supports the District and Human Resources Director in processing protected leaves and administering benefits and wellness activities for all employees. This position does not supervise any employees and reports to the Director of Human Resources or designee. ESSENTIAL RESPONSIBILITIES: Coordinate, process, monitor and track all employee leaves including; Family Medical Leave Act (FMLA), Oregon Family Leave Act (OFLA), Paid Leave Oregon (PLO), Workman's Comp (WC), ADA, and Others in collaboration with with the Human Resources Department Manage and support employee benefits efforts including; onboarding, exiting, annual open enrollment, dependent verifications, reporting, website maintenance, preparation of informational materials, training and assisting employees Coordinate District Wellness Committee and other activities in accordance with District policies Create and manage association sick leave banks Coordinate and work with payroll on leaves and benefits to ensure accurate employee pay and deductions are applied Coordinate communication and information between third-party vendors, administrators, employees, supervisors and others as needed Prepare materials, schedules, and provide support for employee recruiting activities in relation to leaves, benefits and employee wellness offerings Ensure compliance with district policies, state/federal labor laws and collective bargaining agreements Coordinate, monitor, review, reconcile substitutes Compose documents (i.e. correspondence, information for the Board meeting, negotiations, minutes, reports, etc.) for the purpose of communicating information to school and district personnel, the public, State officials, vendors, etc. Create and submit reports as required by State, Auditors, benefit providers and the Director Maintain employee records and manage electronic databases and information Maintain confidentiality of sensitive and privileged information Attend various meetings (i.e. State Association Meetings, training, etc.) Participate in, and coordinate various routine and special projects for the Director Assists the Director with preparation, formatting and processing of correspondence, reports, employee notices, and other documents. Assists the Director and other department staff when needed to ensure timely completion of specific department tasks. Ensures information is disseminated timely and accurately to all parties, departments, or employees OTHER RESPONSIBILITIES Assists other personnel for the purpose of supporting them in the completion of their work activities. Maintains consistent and predictable attendance to meet the requirements of the position. Maintains an efficient, effective and positive work environment. Performs other duties as assigned. MINIMUM QUALIFICATIONS: Experience: Minimum 3 years experience in a human resources position, preferably in the areas of leaves and benefits management. Education: Equivalent to an associate degree from an accredited college or university, with major coursework in human resources or a related field preferred. An equivalent combination of education and experience which will provide the ability to perform the functions of the job may be considered. Skills & Knowledge of: Bilingual preferred Knowledge of employment practices, benefits, leave laws and regulations, labor laws, and HR procedures. Strong attention to detail and the ability to prioritize tasks. Operation of a computer, standard office machines, telephone and other technology equipment. Excellent interpersonal skills. Excellent oral and written communication, including correct use of grammar, punctuation and spelling. Excellent secretarial/clerical skills, including typing, filing, organizing and basic arithmetic calculations. Demonstrates computer skills using spreadsheets, databases, word processing and other pertinent applications. Demonstrates organizational skills for effectively managing multiple tasks and priorities. Effective teamwork and collaboration techniques. Principles and practices of work organization and simplification. Principles of English grammar and writing at a high level that enables employee to write, edit, and provide technical expertise to executive projects. Pertinent rules, policies, procedures, and regulations affecting the department or assigned program area of responsibility. Professional office procedures, practices, and management. Google Office Suite, Microsoft Office, and Adobe applications and tools. Abilities: Work harmoniously with others. Ability to maintain the integrity of confidential information and ability to respond sensitively, professionally, and with discretion to all Human Resources questions and personnel matters. Ability to exercise appropriate judgment in the course of daily work. Work and communicate effectively with students, parents, and school personnel from diverse cultures or backgrounds in English, Spanish, or other languages related to the job. Work independently without supervision, and with minimal oral/written instructions. Ability to use tact, courtesy and good judgment. Ability to sit and/or stand for prolonged periods, understand and carry out oral and written instructions, meet schedules and deadlines, read/interpret/apply rules, regulations and policies. Ability to work with accuracy and attention to detail. Ability to prioritize and work on multiple tasks at once. Ability to research and problem solve. Clearances & other requirements: Pre-employment criminal justice fingerprint clearance and criminal background check. Must possess or have the ability to obtain a valid Oregon driver's license. PHYSICAL REQUIREMENTS In an eight-hour day employee may: Stand/Walk { }None { }1-4 hrs { }4-6 hrs {x}6-8 hrs Sit { }None { }1-3 hrs { }3-5 hrs {x}5-8 hrs Drive { }None {x}1-3 hrs { }3-5 hrs { }5-8 hrs Employee may use hands for repetitive: {x}Single Grasping {x}Pushing and Pulling {x}Fine Manipulation Employee may use feet for repetitive movement as in operating foot controls: { }Yes {x }No Employee may need to: Bend {x}Frequently { }Occasionally { }Not at all Squat {x}Frequently { }Occasionally { }Not at all Climb Stairs { }Frequently {x}Occasionally { }Not at all Lift { }Frequently {x}Occasionally { }Not at all Lifting: { } Sedentary Work: Lifting 10 pounds occasionally with frequent sitting and occasional standing/walking. {X} Light Work: Lifting 20 pounds occasionally with occasional sitting and frequent standing/walking. { }Medium Work: Lifting 50 occasionally, 25 pounds frequently with occasional sitting and frequent standing/walking. { } Medium Heavy Work: Lifting 75 pounds occasionally, 35 pounds frequently with occasional sitting and frequent standing/walking. { } Heavy Work: Lifting 100 pounds occasionally, 50 pounds frequently with occasional sitting and frequent standing/walking. The Forest Grove School District is an equal opportunity employer and provides services to the public on an equal opportunity basis and does not discriminate in employment or the provision of public services on the basis of race, color, religion, sex, sexual orientation, gender expression, gender identity, national origin, age, disability, political affiliation or belief, citizenship or marital status. Persons having questions about equal opportunity and nondiscrimination should contact the Director of Human Resources at the Forest Grove School District, ************.