Associate Human Resources Director jobs in Oregon

Description

Position Summary

The Associate Human Resources Director is a strategic and hands-on role responsible for engaging in HR management activities to support the entire agency of ~200 employees; while facilitating alignment between department objectives, management needs, and employee engagement. They maintain thorough knowledge of agency operations, performance goals and metrics, workforce challenges, and unique culture to inform people decisions and processes that utilize innovative strategies.

Essential Duties

Acts as a point of contact in conjunction with the HR Manager for the employees and managers for HR support. Ensures high-quality, consistent, and legally compliant service by resolving inquiries or directing to the appropriate HR team member if needed. Maintains professional-level functional understanding of the main areas of HR at OI (engagement and retention, employee relations, employment law, compensation, benefits, recruiting, and talent development).

Builds thorough knowledge of OI operations, performance goals and metrics, legal and regulatory landscape, workforce challenges, and unique culture to provide effective guidance to people decisions and processes.

Uses insight, influence, and accountability to find creative solutions to complex problems and implement effectively.

Supports the Agency’s equity and inclusion strategies and applies an equity lens to HR functions.

Collaborates with the HR Director to ensure decisions HR makes are equitable and consistent.

Consults with leaders to understand the factors driving financial performance of the agency. Proactively identifies challenges that have underlying people issues and suggests solutions for changes that would result in business and/or financial improvements.

Provides continuous training and easily-accessible reference materials to managers and supervisors, including HR best practices, internal policies & procedures, hiring & recruitment steps, supervision/coaching/feedback/evaluations, employment laws, and other aspects of successful leadership.

Administers the Performance Evaluation program in adherence to best practices, and ensures staff are trained/informed, evaluations are completed consistently and timely, and that meaningful feedback (including 360 feedback) is given in a manner that sustains and improves expected performance.

Manages and resolves complex employee relations issues. Responds to employee complaints and requests for support in a timely manner. This includes conducting objective and thorough investigations, issuing appropriate corrective actions according to OI polices, and maintaining

thorough documentation of all investigations, actions, and follow up.

Provides mediation to staff experiencing workplace conflicts; facilitates repair processes by working collaboratively with all staff involved in a situation.

Provides expert advice, coaching, and counsel to managers and supervisors on all HR-related matters.

Conducts the Interactive Process and Undue Hardship Analysis for staff members requesting accommodations (i.e. to be in compliance with PDA and ADA).

Conducts staff surveys on a consistent cadence; uses the data to inform decisions on areas of improvement. Measures impact of changes implemented.

Implements best practices regarding stay interviews and exit interviews, including the use of the data to improve retention, tenure, and satisfaction.

Communicates effectively with HR Director and the HR Team to ensure consistent application of OI policies.

Partners with HR and agency leadership to develop and implement Employee Engagement initiatives.

Provides mentorship and learning support to HR team members.

Maintain current knowledge of innovative and evidence-based management and human resource practices and make recommendations for improvement at the department and organizational levels.

Works closely with management and employees to improve work relationships, build morale and engagement, increase productivity, and increase retention.

Communicates changes in OI policies and procedures with management and staff to ensure understanding and adherence.

Works with the HR team to assess and continually improve the New Employee Orientation (NEO) and other aspects of the employee pre-hire, orientation, onboarding, and training processes.

Works proactively with department managers and HR recruiting to anticipate workforce needs; performs job analysis, develops appropriate job descriptions, and uses best practices and agency policies/market data to determine positions’ grading & compensation ranges.

Works closely with the HR Director on delineation of systems improvements work and other high-level duties between the two roles (i.e. labor relations, occupational health & safety, HRIS optimization, policy development and review, audits, leave management, benefits renewals & administration, hiring & recruitment practices & trainings for managers).

Assists in improving all HR processes through recommendations, research, and implementation.

Acts as a positive, collaborative, and solution-focused member of the HR team.

Cross-trains and provides back up to other areas of HR when needed.

Other duties as assigned as related to the HR function

Qualifications

KNOWLEDGE AND SKILLS

Knowledge

Advanced knowledge of labor management and Union relations.

Knowledge of equity and inclusion initiatives including principles of restorative and transformative justice.

Advanced working knowledge of Leave Management.

Advanced working knowledge of HRIS systems.

Broad knowledge and experience in employment law, payroll, wage and hour law, compensation, organizational development, employee relations, and training and development.

Trauma informed practices in the context of HR Management

Skills

Ability to prioritize tasks and to delegate as appropriate

Ability to prepare, summarize, and present on topics to various audiences

Ability to efficiently prioritize tasks and meet employee needs, agency needs, and deadlines

Well organized in managing workload and prioritizing as needs arise

Strong documentation skills; writes and maintains reference materials internal to HR team and various audiences (i.e. manager training materials)

Ability to maintain the highest standards of professionalism, solid judgment, maturity, personal integrity, and confidentiality.

Demonstrated ability to navigate conflict and model behaviors that support diversity and inclusion

Ability to build and maintain successful and supportive relationships regardless of a person’s race, gender identity or expression, sexual orientation, disability, cultural background, national origin, or any other component of diversity

Excellent ability to maintain composure and effectiveness in a fast paced environment while maintaining accuracy and a collaborative approach.

Strong problem identification and problem-solving skills

Strong supervisory and leadership skills and capacity

Able to navigate and adapt to change and the subsequent emotional transitions

Able to critically evaluate policy using an equity lens

Excellent skills in building and maintaining a collaborative relationship between Union and management

Excellent oral and written communication skills

Excellent interpersonal and coaching skills

Excellent computer skills

EDUCATION AND EXPERIENCE

Bachelor’s degree in HR or an equivalent combination of experience and education

A minimum of 4 years’ of progressive direct HR generalist experience required.

Strong analytical skills, and problem solving abilities.

Excellent verbal, written, presentation, and interpersonal skills.

Ability to listen, check for understanding, and open to give and receive feedback.

Strong knowledge of employment laws and regulations.

2 years of supervisory experience preferred.

Experience with organizational diversity, equity, and inclusion work preferred.

Experience with unionized workforce and or Nonprofit workforce.

SHRM-CP/SCP or PHR/SPHR preferred.

Note: This job description is not intended to be all-inclusive. The employee may perform other related duties as negotiated to meet the ongoing needs of the organization.

WORKING CONDITIONS

This position is located in a typical office environment, with moderate noise. A mix of onsite in-office work and remote work is expected. Interaction with others is busy, constant, and occasionally interruptive. Work may be demanding at times. There may be occasional need to work irregular hours.

PHYSICAL REQUIREMENTS

This job requires operating phones, computers, and other office equipment. Communicating is required on a regular basis. Moving inside the building to other offices and program delivery spaces as well as moving to surrounding sites is expected. Sporadically moves boxes weighing up to 20 pounds.