Human Resources

• Serve as the primary HR contact for employees and management in Portland, OR
• Serve as the primary HR partner across multiple locations and departments, supporting both field and office operations
• Handle all aspects of employee relations, ensuring a positive and compliant work environment
• Lead and manage complex employee relations matters, including workplace investigations, disciplinary actions, and conflict resolution
• Manage recruiting and onboarding processes for hourly and salaried positions, in partnership with local leadership
• Partner with leadership on workforce planning and hiring strategies to align staffing with operational needs across multiple states and locations
• Process weekly payroll using ADP Workforce Now, including timecard management, PTO tracking, and corrections
• Audit payroll and timekeeping practices to ensure compliance and accuracy across locations
• Administer employee benefits, leaves of absence, and workers’ compensation claims in collaboration with Corporate HR
• Provide coaching and support to managers on performance management, employee development, and conflict resolution
• Ensure HR policies and procedures are understood and consistently applied at the local level
• Drive consistency in policy enforcement and SOP adherence across multiple locations
• Maintain accurate and confidential employee records and ensure compliance with federal, state, and local employment laws across multiple states and locations
• Participate in Corporate HR initiatives and contribute to continuous improvement projects

Regional Human Resources Manager

• Develop and implement HR strategies and initiatives that support workforce planning, leadership development, succession planning, employee engagement, talent retention, organizational effectiveness, and business growth.
• Partner with Area Leaders and business leadership teams to identify current and future talent needs, build workforce plans, address talent gaps, and support long-term business growth.
• Evaluate organizational structures and recommend improvements to reporting relationships, team design, span of control, workforce deployment, and role alignment to improve operational effectiveness, accountability, and employee development.
• Facilitate talent review discussions, succession planning efforts, promotion planning, and leadership development initiatives to strengthen organizational capability and leadership pipelines.
• Manage and resolve complex employee relations matters and conduct effective, thorough, and objective workplace investigations while ensuring compliance, consistency, and fairness across the organization.
• Support recruitment efforts by partnering with Talent Acquisition and business leaders.
• Support and guide managers in performance management processes, including goal setting, coaching, performance feedback, development planning, corrective action, and succession planning.
• Identify training and development needs and coordinate programs that enhance employee capabilities, leadership effectiveness, and organizational performance.
• Ensure compliance with federal, state, and local employment laws and regulations while maintaining current knowledge of legal requirements and reporting obligations affecting HR functions.
• Partner with Compensation and business leadership to support equitable and competitive pay practices, compensation planning, promotion recommendations, and employee retention strategies.
• Analyze workforce trends, organizational metrics, employee engagement results, turnover data, and HR analytics to inform business decisions and improve HR programs and processes.
• Foster a positive workplace culture through employee engagement initiatives, recognition programs, leadership coaching, and employee communication efforts.
• Serve as a trusted advisor and coach to leaders on workforce planning, organizational change, talent management, employee development, leadership effectiveness, employee relations matters, and retention strategies.
• Support the integration of acquired companies by assisting with cultural assimilation, employee onboarding, policy and process alignment, organizational transitions, HR systems adoption, employee communications, and other administrative activities necessary to ensure a seamless employee experience and successful business integration.

Area HR Leader

• Serve as a strategic business partner to various business unit groups
• Provide expert advice on HR-related matters, including employee relations, talent management, workforce planning, and compliance with labor laws and company policies
• Shape and drive strategic HR direction that optimizes people, structure, and culture
• Act as the primary HR contact and strategic advisor for assigned business units
• Maintain a deep understanding of the organization's current needs and future direction
• Influence leadership discussions by providing proactive insight and recommending aligned people strategies
• Gather and analyze data to develop effective plans for resolution
• Advise on complex, ambiguous people-related challenges
• Lead and implement development and succession plans
• Consult on and help shape performance management activities
• Conduct thorough investigations related to employee relations issues
• Mentor and coach less experienced HRBPs

Senior Human Resources Business Partner

• Partner with Clinical teams to align people strategies with operational goals
• Provide guidance on organizational design and team structure
• Analyze workforce data and support workforce planning efforts
• Serve as the primary HR advisor on employee relations matters
• Lead and support performance management processes
• Develop understanding of clinical roles and challenges
• Support initiatives to improve retention and engagement
• Ensure compliance with employment laws and regulations

HR Business Partner

• Build strong relationships across the organization and maintain a deep understanding of employee experience and team dynamics
• Help design and continuously improve a structured onboarding program that sets new employees up for success from day one and reflects NSTXL’s culture and values, including role-specific onboarding paths, 30/60/90 frameworks, and structured check-ins.
• Develop and expand the policies, programs, and people practices, including formalized feedback channels and engagement surveys
• Partner with managers on complex people situations like difficult conversations, feedback, and accountability, while building resources and toolkits that grow their confidence and independence over time, within the legal constraints that shape those decisions.
• Design and deliver manager training programs that equip people leaders with the skills they need to lead effectively
• Build and improve performance and development practices that support clear expectations, strong feedback, accountability, and employee growth
• Build out a learning and development strategy and program infrastructure that supports employee growth at every level, including new manager development, career pathing frameworks, and access to learning resources that scale with the organization
• Partner with managers and leaders to strengthen leadership effectiveness and build a culture of continuous learning across the organization
• Serve as the primary point of contact for employee relations matters, including concerns, complaints, and escalations
• Lead workplace investigations from intake through resolution, including documenting findings, recommending corrective action, and ensuring appropriate follow-through in a way that protects both the individual and the organization
• Build and maintain clear employee relations frameworks
• Ensure compliance with federal, state, and local employment laws and evolving HR best practices, staying ahead of changes that affect a growing, multi-state or distributed workforce
• Develop, expand, and maintain a comprehensive set of HR policies and employee handbook materials that reflect NSTXL’s values, operational needs, and legal requirements, and that scale alongside organizational growth
• Build and maintain a compliance training program that ensures all employees and managers meet required training obligations, with scalable resources and infrastructure that grow with the organization.
• Partner with the VP of Human Resources on benefits strategy, including evaluating plan competitiveness, supporting open enrollment, communicating program value to employees, and recommending enhancements that align with NSTXL’s growth and workforce needs
• Build and maintain HR process documentation that allows the team to operate consistently and efficiently, including standard operating procedures, templates, and guides that support day-to-day operations and reduce reliance on institutional knowledge held by individuals
• Help evolve NSTXL’s hiring practices, candidate experience, and talent systems as the organization grows

Senior Human Resources Manager

• Acting as a trusted advisor and thought leader to the business leadership team.
• Coach senior leaders, managers, and employees while delivering talent, leadership, and organizational solutions that drive measurable business outcomes.
• Ensure teams are optimally structured to support current and future business needs.
• Enable leadership and employee development through the planning and execution of strategic HR initiatives.
• Analyze data, metrics, and trends in partnership with business leaders to make informed decisions.
• Influence talent decisions by keeping a pulse on the business, market, and industry trends.
• Coach management on people-related matters including employee relations, conflict resolution, company policy interpretation, and management principles.
• Provide guidance, coaching, and advice in performance-related matters.
• Ensure legal compliance and mitigate risk.
• Foster the company’s culture while encouraging open and transparent communications.
• Drive organizational design decisions and lead change management and communication plans.
• Implement employee engagement activities for client group.

Senior HR Business Partner

• Responsible for handling some of the highest exposure and most complex workers’ compensation claims in assigned jurisdictions
• Serve as a Subject Matter Expert (SME) for all technical claims handling activities
• Serve as the primary liaison for key internal and external business partnerships and programs
• Lead special projects and programs, and lead claims related account management activities for large clients
• Assume full-responsibility of claims related account management activities for large clients
• Actively work with Business Development and Underwriting teams to monitor loss ratio for assigned accounts
• Participate in client meetings for training on claims issues
• Effectively investigate, evaluate, mitigate and resolve pending inventory of litigated and high exposure workers’ compensation claims
• Monitor costs and effectiveness of internal and external business partners and vendors
• Maintain and demonstrate high-level of knowledge of the Workers Compensation Act and Rules and Regulations in assigned jurisdictions
• Assist in training and development of claims adjusters through mentoring

Senior Claims Specialist – California Workers Compensation

• Monitor and resolve Tier 0-1 HR inquiries, providing accurate and timely responses via the case management system and email.
• Coordinate pre-employment and new hire administrative processes, including internal movements, ensuring compliance and quality standards are met.
• Provide support for various HR functions, including recruiting, employee relations, compensation, benefits, training, and maintaining thorough knowledge of HR processes and systems.
• Leverage HR systems such as ServiceNow and Workday to generate and analyze reports, ensuring data accuracy and compliance with internal and external guidelines.
• Create, update, and revise documentation for HR processes, including SOPs, to ensure accuracy and consistency.
• Assist with additional duties and special projects as assigned, contributing to overall HR operations.

HR Coordinator

• Multiple permanent Senior Human Resource Business Partner (Human Resource Analyst 3) opportunities available on our collaborative Oregon State Hospital (OSH) Employee and Labor Relations Team!
• You'll enjoy a flexible hybrid work schedule with 3 days working in our Salem office at the Oregon State Hospital, and 2 days remotely.
• Our Senior Human Resource Business Partners serve as trusted advisors to leadership, helping navigate sensitive and complex employee matters, labor relations issues, workplace investigations, organizational change, and critical workforce challenges.
• This role is ideal for someone who is adaptable, resilient, solutions-focused, and able to remain calm and effective when faced with competing demands and time-sensitive situations.
• At OSH, you'll join a collaborative HR team that values professionalism, partnership, accountability, and growth.

Human Resource Business Partner

• **Position Summary:**
• - Job Title: Human Resources Specialist
• - Full Time/Part Time/PRN: PRN (as needed, can vary from 0 to 40 hours per week depending on business need)
• - Exempt/Non-Exempt: Non-exempt
• - Temporary/Seasonal/Regular: Temporary
• - Hourly/Salary: Hourly
• - Compensation: $26-32/hour
• - Travel/Location: Remote
• **Mission of Role/Position Summary:**
• The Temporary Human Resources Specialist provides comprehensive HR support across multiple functional areas, including talent acquisition, employee relations, leaves of absence administration, benefits support, onboarding, compliance, and general HR operations. This role serves as a key point of contact for employees and managers, helping to ensure a positive employee experience while maintaining compliance with company policies and employment regulations. The ideal candidate is highly organized, customer-focused, able to manage multiple priorities, and capable of working independently in a fast-paced environment.
• **Tasks, Duties, and Responsibilities:**
• Reasonable accommodation will be made to enable individuals with disabilities to perform the following essential functions:
• **Talent Acquisition & Onboarding**
• - Coordinate full-cycle recruitment activities for assigned positions.
• - Partner with hiring managers to schedule interviews and facilitate candidate selection processes.
• - Manage applicant tracking system activities, including posting jobs, screening candidates, and maintaining candidate records.
• - Conduct pre-employment processes, including background checks, employment verifications, and offer documentation.
• - Facilitate new hire onboarding and orientation programs to ensure a smooth transition into the organization.
• - Maintain recruitment metrics and provide hiring status updates.
• **Employee Relations**
• - Serve as a first point of contact for employee and manager inquiries regarding HR policies, procedures, and workplace concerns.
• - Assist with employee relations matters by gathering information, documenting cases, and partnering with HR leadership on resolutions.
• - Support performance management processes, including coaching conversations, corrective actions, and employee documentation.
• - Promote positive employee engagement and a respectful workplace culture.
• **Leave Administration**
• - Administer and track employee leaves of absence, including FMLA, ADA accommodations, workers' compensation, parental leave, and other company leave programs.
• - Communicate leave requirements, timelines, and documentation needs to employees and managers.
• - Coordinate with third-party leave administrators and benefits vendors as needed.
• - Ensure leave records are maintained accurately and confidentially.
• **Benefits Administration**
• - Respond to employee questions regarding benefit plans, enrollment, eligibility, and life event changes.
• - Process benefits-related transactions and maintain accurate records in HR systems.
• - Support open enrollment activities, employee communications, and benefits education efforts.
• - Coordinate with benefits vendors to resolve employee issues and discrepancies.
• **HR Operations & Compliance**
• - Maintain accurate employee records and HRIS data.
• - Assist with audits, reporting requirements, and record retention activities.
• - Ensure compliance with federal, state, and local employment laws and company policies.
• - Prepare HR reports, metrics, and analyses as requested.
• - Support special HR projects and initiatives.

Human Resources Specialist – Temporary, PRN

• Lead the day-to-day operations of the Human Resources function
• Manage the HR operations team
• Ensure HR processes are delivered efficiently and consistently
• Execute employee engagement initiatives
• Oversee recruiting operations in partnership with the Corporate Recruiter
• Coordinate staffing actions resulting from workforce planning decisions

HR Manager

• Responsible for performing HR-related duties on a professional level
• Works closely with senior HR management and operations
• Administer and execute human resource programs including compensation, benefits, and leave
• Collaborate with operations managers in field staff employee relations and progressive discipline
• Attends and participates in employee disciplinary meetings, terminations, and investigations
• Develop and interpret personnel policies and procedures
• Represents the company for any unemployment claims
• Ensures compliance with USCIS Form I-9 Employment Eligibility Verification
• Assist with the HR phone line and complete assigned tasks for employee onboardings and terminations
• Support HR projects and initiatives as directed by supervisor

Human Resource Generalist

• Provide enterprise-wide executive leadership and accountability for human resources strategy, governance, and operations.
• Serve as the senior-most administrative HR leader and a key executive partner to leadership.
• Report to the Executive Medical Director and serve as the administrative HR executive counterpart to the physician Chief People Officer (CPO).
• Lead organizational HR strategy, governance, and operating effectiveness across all human resources functions.
• Advance workforce strategy, organizational development, and talent initiatives.
• Represent Northwest Permanente in regional and national HR forums.

Vice President of Human Resources

• Instacart’s People Team is at an inflection point — scaling a world-class HR function while simultaneously partnering with some of the company’s fastest-growing organizations.
• The CPO and People leadership team have a trusted, highly capable thought partner.
• Advertising, Commercial, and adjacent go-to-market organizations have a consistent, high-quality HRBP experience.
• The HRBP team you manage is performing at a higher level than when you arrived.
• Scalable People frameworks, processes, and workflows are in place across critical cycles.
• Complex organizational challenges are navigated with clarity, speed, and minimal disruption to the business.

Director, HR Business Partnership

• Perform HR-related duties at a professional level
• Administer and execute human resource programs including compensation, benefits, and leave
• Handle disciplinary matters, disputes, and investigations
• Collaborate with operations managers in employee relations
• Attend disciplinary meetings, terminations, and investigations
• Assist in developing and interpreting personnel policies and procedures
• Ensure compliance with USCIS Form I-9 Employment Eligibility Verification
• Assist with the HR phone line and employee onboarding and terminations
• Support HR projects and initiatives as directed by supervisor
• Complete any other assigned duties

HR Generalist

• The Director of Human Resources provides strategic leadership and oversight of all HR functions in alignment with IRCO’s mission, vision, values and organizational priorities.
• Serve as a strategic advisor to the Executive Director and Executive Leadership Team on workforce planning, organizational design, and workplace culture.
• Translate organizational priorities into scalable strategies that support a linguistically and culturally complex workforce.
• Leverage workforce data and analytics to drive decision-making related to staffing, retention, and organizational effectiveness.
• Oversee org-wide talent strategy, including workforce planning, recruitment, development, and retention.
• Build leadership capacity across the organization through performance management, coaching, and development systems.
• Champion a welcoming, multilingual, and trauma-informed workplace culture that reflects the communities served.
• Provide executive oversight of employee relations strategy, ensuring fair, consistent, and legally sound outcomes.
• Design and oversee internally equitable and competitive compensation and benefits strategies aligned with nonprofit funding realities.
• Ensure effective policies, practices, and systems are in place to mitigate risk and support organizational accountability.

Director of Human Resources

• Lead consultative discovery: Engage customers in structured conversations that uncover HR pain points, identify root challenges, and surface opportunities to improve their people operations
• Nurture and convert: Actively manage and advance customer relationships with clear accountability for progressing identified HR needs into paid services engagements
• Shape the problem and path forward: Help customers clarify, prioritize, and understand the impact of their HR challenges and opportunities, guiding them toward the most relevant solutions
• Connect customers to the right services: Position and align BambooHR’s HR services, including HR Consulting, Technical Services, and Managed Payroll, to meet customer needs and expand adoption across the BambooHR services portfolio
• Build awareness: Develop and execute targeted approaches to increase visibility and understanding of our services offerings
• Collaborate across teams: Partner with Marketing, Sales, and CX to shape messaging, campaigns, and materials that highlight services value
• Test and iterate: Run and scale experiments to identify what drives engagement and conversion
• Drive engagement quality: Maintain visibility into active opportunities and ensure consistent follow through and progression toward defined outcomes
• Recognize patterns and scale what works: Identify repeatable signals in customer needs and help evolve more effective approaches to engagement and conversion
• Listen and learn: Gather insights from customers and internal teams to continuously improve our go to market approach and service design
• Represent the customer voice: Help shape how BambooHR delivers and evolves HR services based on real feedback and results

HR Services Advisor

• Advise and provide coaching to first-time managers on employee relations, systems implementation, compensation, performance management, HR policies and other related topics
• Partner with your function’s HR Business Partner(s) on larger projects and org changes
• Identify and recommend continuous improvements to HR programs and processes to drive efficiencies and enhance the employee experience
• Manage all new hire onboarding logistics for client groups
• Conduct exit interviews and support administration of employee offboarding
• Stay up to date on state HR laws and practices (payroll, benefits, compliance, terminations, leave of absences, etc.)
• Manage employee relations and respond to all questions regarding benefits, systems, performance, company programs and policies

Associate HR Business Partner

• Act as consultant and coach to field leaders.
• Develop workforce plans supporting succession readiness and talent mobility.
• Partner with HR COEs to deliver integrated solutions.
• Track workforce metrics and operational KPIs.
• Translate people initiatives into measurable business outcomes.
• Drive engagement initiatives and employee listening strategies.
• Facilitate leadership development and succession planning.
• Lead investigations and provide proactive risk-based guidance.
• Coach leaders through performance management and employment decisions.
• Partner with Legal on escalated matters.
• Ensure compliance with federal, state, provincial and local laws.
• Support DOL, EEOC and regulatory audit readiness.
• Utilize dashboards to identify workforce trends and risks.
• Conduct compliance reviews with field leaders.
• Monitor turnover, labor utilization and training compliance.
• Develop action plans to reduce organizational risk.
• Align workforce strategies with operational priorities.
• Leverage analytics and KPIs to improve outcomes.
• Drive HRBP operating rhythms and partnership cadences.

Human Resources jobs in Oregon

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