Human Resources Salary in State of Maine, USA

Logistics at full potential. At GXO, we're constantly looking for talented individuals at all levels who can deliver the caliber of service our company requires. You know that a positive work environment creates happy employees, which boosts productivity and dedication. On our team, you'll have the support to excel at work and the resources to build a career you can be proud of.1st Shift, Monday - Friday, 8:00am - 5:00pmAs the Human Resources Generalist, you will play a key role in ensuring we continue to encourage, support and retain our employees. You'll be responsible for the full scope of Human Resources (HR) activities, including hiring and staffing, training and development, compensation and benefits, and health and safety. You'll also manage various HR projects, communicate employment laws and regulations and maintain a union-free work environment. If you're looking for a great career with a dynamic global company, join us at GXO.Pay, benefits and more.We are eager to attract the best, so we offer competitive compensation and a generous benefits package, including full health insurance (medical, dental and vision), 401(k), life insurance, disability and more.What you'll do on a typical day:Partner with the Operations team to provide direction and guidance regarding policies, procedures and state and federal regulatory compliance requirementsKeep management and Operations apprised of internal and external HR developments that may impact overall effectivenessFacilitate new hire orientation and ensure a positive onboarding experienceMaintain associate personnel files and training materials, ensuring documents and manuals are current, accurate, confidential and in compliance with company policies and government regulationsWork creatively with leave administrator and management to effectively handle and track leave programs, including short-term disability, workers' compensation, FMLA and personal leavesImplement and utilize HR metrics to measure performanceAssist with performance management, including delivering disciplinary actions for hourly employees and processing terminations in partnership with corporate HR and LegalWhat you need to succeed at GXO:At a minimum, you'll need:Bachelor's degree or equivalent related work or military experience1 year of HR experienceExperience working with HRIS and time/attendance systemsKnowledge of multiple human resources disciplines, including federal and state employment and benefits lawsExperience with Microsoft Office (Word, Excel, and PowerPoint)It'd be great if you also have:5 years of HR experience PHR certification Bilingual English/SpanishWe engineer faster, smarter, leaner supply chains.#appcastrequestGXO is a leading provider of cutting-edge supply chain solutions to the most successful companies in the world. We help our customers manage their goods most efficiently using our technology and services. Our greatest strength is our global team - energetic, innovative people of all experience levels and talents who make GXO a great place to work.We are proud to be an Equal Opportunity/Affirmative Action employer. Qualified applicants will receive consideration for employment without regard to race, sex, disability, veteran or other protected status.GXO adheres to CDC, OSHA and state and local requirements regarding COVID safety. All employees and visitors are expected to comply with GXO policies which are in place to safeguard our employees and customers.All applicants who receive a conditional offer of employment may be required to take and pass a pre-employment drug test.The above statements are intended to describe the general nature and level of work being performed by people assigned to this classification. They are not intended to be construed as an exhaustive list of all responsibilities, duties and skills required of personnel so classified. All employees may be required to perform duties outside of their normal responsibilities from time to time, as needed. Review GXO's candidate privacy statement here.

Equal Opportunity Employer/Veterans/DisabledPortland State UniversityPosition Details Position Details Proposed Start Date05/01/2024Classification TitleAdvising and Student ServicesRankN - No RankWorking TitleAssistant Director for Disability Resource CenterDepartment331820 - IAS Disability Resource CenterPosition NumberD90995RepresentationUU - Unclassified UnrepresentedRenewableRenewableEnd date, if applicable Position FTE1.0Tenure StatusN - not applicable Position Summary Brief Description of PSU/School/DeptThe Disability Resource Center is a rapidly growing department with over 2,000 students currently registered. The DRC ensures that all Portland State University students with disabilities have access to equitable opportunities in their education and other experiences.The DRC determines reasonable accommodations, coordinates the provision of a variety of supports in-house, and collaborates with faculty and staff around campus to ensure that we are all doing our part to create and maintain accessible and inclusive environments.Position SummaryThe Assistant Director (AD) of the Disability Resource Center (DRC) provides direct student service, supplements department management, supervision, and leadership, and provides education to the campus community.The AD role would be split in the following ways:Direct Student Service (40%)The AD follows guidance of Section 504 of the Rehabilitation Act of 1973, the Americans with Disabilities Act Amendments Act, Fair Housing Act, and other legislation to ensure appropriate accommodations and accessibility features are in place for all students with disabilities. The AD works directly with students registered with the DRC, receiving requests for accommodations, engaging students in the interactive process, reviewing medical documentation, determining eligibility for accommodation, and putting those accommodations into place. The AD also works directly with faculty and other staff on campus to ensure the accommodations required were established promptly and carried out effectively.Internal Development (10%)The AD coordinates some of the department’s internal development and provides leadership toward meeting DRC strategic plan goals and objectives. The AD inspires and motivates the DRC team in completing projects that result in more effective service delivery, fewer accommodations, and/or more cost-effective services. The AD sets performance goals, offers coaching throughout, and tracks projects through to completion.External Development (10%)In an effort to increase proactive accessibility and disability inclusion across campus, and in collaboration with the Director, the AD co-facilitates external development. This includes participating in committee work, conducting training, presenting on topics like Universal Design and Ableism, and doing consultation work with faculty and staff in an effort to make PSU a more proactively accessible and inclusive place.Supervision (40%)Supervision will definitely be a small fraction of the work done by the AD but the specific area of oversight will depend on the incumbent’s skills, strengths, and previous experience. The AD would ultimately be responsible for the compliance and overall efficacy of services provided from the area(s) under their supervision. The AD would onboard, train, and supervise one or more areas within the DRC.Minimum Qualifications Education and ExperienceBachelor’s degree in associated field (Higher Education Administration, Rehabilitation Counseling, Social Work, or other) WITH at least 6 years experience in leadership within disability services in higher education OR Masters degree in associated field (Higher Education Administration, Rehabilitation Counseling, Social Work, or other) with at least 3 years experience in disability services in higher education.3 years related experience supervising others.3 years experience working with people who have disabilities.Skills and KnowledgeCommunication skills are fundamental for interacting with colleagues, students, and stakeholders. Role requires clear and professional articulation of ideas. Demonstrated effective communication skills, including experience consulting, educating, and/or training groupsUnderstanding of and ability to articulate Section 504 of the Rehabilitation Act of 1973 and the Americans with Disabilities Act Amendments Act (ADAAA) and how they apply to public institutions in higher education.Strong comprehension skills to process written instructions, emails, reports, and other relevant documents, and the ability to quickly, thoroughly, and concisely create case-notes after interactions with students.Demonstrated ability to manage multiple time-sensitive tasks while effectively prioritizing a workload. Experience managing projects through to completion Attention to Detail is essential for accuracy and quality in this role.Problem-Solving Skills, including the ability to analyze problems, identify solutions, and make sound decisions is essential for navigating challenges and resolving issues in this role.Demonstrated commitment to intersectional approach to disability.Preferred QualificationsExperience working in a disability services/resources office in an institution of higher educationDemonstrated ability to work with diverse groups to address complex institutional barriersExperience with Assistive Technologies including Alternative Formats, speech-to-text and text-to-speech services, and WCAG guidelinesDetail-orientedKey Cultural CompetenciesCreate an environment that acknowledges, encourages, and celebrates differences.Function and communicate effectively and respectfully within the context of varying beliefs, behaviors, orientations, identities, and cultural backgrounds.Seek opportunities to gain experience working and collaborating in diverse, multicultural, and inclusive settings with a willingness to change for continual improvement.Adhere to all of PSU’s policies including the policies on Prohibited Discrimination & Harassment and the Professional Standards of Conduct.Environmental StewardshipContributes to a culture of environmental stewardship, practices resource conservation, and actively works toward achieving long-term sustainability goals.Work Days/HoursM-F, 8am - 5pmTotal Compensation Range & Benefits StatementSalary is dependent on several factors, and new employees will typically start around the Q1 level to allow for later growth within the salary band. PSU has a structured process for determining starting compensation, taking into account years of related experience, applicable skills, knowledge and abilities, market parity, and internal equity. The starting annual salary for this position will be $50,148 – 59556 but may be negotiated above this rate dependent upon the factors above, the budget of the hiring department, and approval from HR. An excellent benefits package includes 95% premium paid healthcare; a generous retirement and vacation package; and reduced tuition rates for employee, spouse or dependent at any of the Oregon University System schools : https://www.pdx.edu/human-resources/benefits-overview Search Details Posting Close DateProjected Close Date for PostingOpen Until Finalists IdentifiedApplication screening begins04/19/2024Quick Linkhttps://jobs.hrc.pdx.edu/postings/44502 Supplemental Questions Required fields are indicated with an asterisk (*). * How did you first find out about this position? PSU WebsiteIndeed.comHERCJobsUrban League of PortlandHispanic Metropolitan ChamberOregon Employment DepartmentSocial MediaPerson ReferralCareer BuilderGlass DoorOther - Please describe in the next Question If you selected Other, please describe. (Open Ended Question) Applicant Documents Required DocumentsResumeCover LetterProfessional ReferencesOptional DocumentsCurriculum VitaePI238353070

Oregon Health & Science UniversityOregon Health & Science University values a diverse and culturally competent workforce. We are proud of our commitment to being an equal opportunity, affirmative action organization that does not discriminate against applicants on the basis of any protected class status, including disability status and protected veteran status. Individuals with diverse backgrounds and those who promote diversity and a culture of inclusion are encouraged to apply. To request reasonable accommodation contact the Affirmative Action and Equal Opportunity Department at 503-494-5148 or [email protected] Resource CoordinatorUS-OR-PortlandJob ID: 2024-29069Type: Regular Full-Time# of Openings: 1Category: Hospital/Clinic SupportPortland, OR (South West)OverviewPerforms duties as (AOC)/(CRC) serving in an on-call capacity providing consistent, comprehensive oversight of all organ donation operations including, but not limited to, donor referral, triage, authorization, management, organ allocation, and recovery. Responsible for providing plan of care guidance and ensures case activity proceeds in an effective and efficient manner.Performs duties as ODC: uses independent judgment and established parameters to screen for potential organ, tissue, and eye donation in all DSA hospitals; obtain consent for donation; communicates with donor families, hospital staff and transplant teams; conducts donor management in ICU; places organs for transplant and assist with organ recovery; completes required donor follow upParticipates and leads process development projects that are in alignment with the organization’s missionOther projects as assignedResponsibilitiesBachelor's of Science Degree with healthcare related focus or equivalent experience.American Board for Transplant Certification CPTC credential.2 years organ donation coordinator experience.4 years clinical experience Previous AOC/CRC experience.Extensive clinical healthcare knowledge base, with the ability to exercise sound clinical judgement quickly and independently in an often-stressful environment.Excellent communication skills, flexible, highly motivated, a good team member with a positive attitude.Must be able to work in an adaptive fashion with a wide range of professional and nonprofessional constituents including but not limited to governmental officials, students, healthcare staff and the public. Must have a valid driver's license and access to a vehicle. Compliance with Code of Conduct, Respect in the workplace and Applicable policies, procedures and agreements related to position, department or OHSU as a wholeMust be able to perform the essential functions of the position with or without accommodationQualificationsPrevious AOC/CRC experience.Extensive successful advanced practice experience as an ODC in accredited OPO (Organ Procurement Organization).PI238687298

Company Overview:Lead a long-term Rockport business through a direction changing merger. Our family-built family is ready to grow into the next stage of its existence. Our company prides itself on a commitment to delivering exceptional services to our customers. As we continue to expand our operations, we are seeking a talented and experienced General Manager to lead our team to new heights.Position Overview:As the General Manager, you will play a pivotal role in driving the overall success and growth of our company. Reporting directly to the ownership group, you will oversee all aspects of our operations, from strategic planning to day-to-day management. This is an exciting opportunity for a strategic thinker and dynamic leader to make a significant impact in a fast-paced and dynamic environment. We are looking for proven leadership in a service based company.Key Responsibilities:Develop and implement strategic plans to achieve company objectives and long-term goals.Oversee day-to-day operations across departments including sales, marketing, finance, human resources, and production.Work with managers to ensure are tools are in place for technicians to production goals.Maintain a presence within the community through attending community and industry events.Manage budgeting and financial planning processes.Provide leadership and direction to employees.Problem solves issues on major accounts.Maintain strong relationships with key clients and stakeholders.Oversee the sales team to find new business opportunities and partnerships to expand market presence.Managing team KPI'sCommunicate effectively with the ownership team.Qualifications:Bachelor's degree in business administration, management, or related field. Master's degree preferred.Proven experience in a director or senior management role, preferably in the services sector.Strong leadership and decision-making skills.Excellent communication and interpersonal abilities.Demonstrated ability to develop and implement strategic plans.Solid understanding of financial management principles.Ability to thrive in a fast-paced, dynamic environment.Sound judgment and problem-solving skills.High level of integrity and professionalism.Additional Information:This is a full-time position based at our location in Rockport. We offer competitive compensation and benefits packages, as well as opportunities for professional development.. If you are a dynamic leader with a passion for driving business success, we want to hear from you!

Oregon Health & Science UniversityOregon Health & Science University values a diverse and culturally competent workforce. We are proud of our commitment to being an equal opportunity, affirmative action organization that does not discriminate against applicants on the basis of any protected class status, including disability status and protected veteran status. Individuals with diverse backgrounds and those who promote diversity and a culture of inclusion are encouraged to apply. To request reasonable accommodation contact the Affirmative Action and Equal Opportunity Department at 503-494-5148 or [email protected], Human ResourcesUS-OR-PortlandJob ID: 2024-28589Type: Regular Full-Time# of Openings: 1Category: Human ResourcesPortland, OR (Downtown)OverviewStrategyParticipate in the development of OHSU business strategies, plans and programs with executive leadership with particular focus on the impact to the organization’s people resources within the C4 areas.Partner with business unit leaders and HR leaders to develop strategic workforce plans that contribute to business strategy development and key business decisions, within the C4 areas.Develop human resource planning models to identify competency, knowledge and talent gaps and develop specific programs for the filling of the gaps to meet future strategic objectives of the C4 areas. Evaluate and advise on the impact of long-range planning of new programs/strategies and regulatory action as those items impact the attraction, motivation, development and retention of the people resources of OHSU, especially within the C4 areas.Manage specific projects as determined by annual C4 and HR strategic planning process; participate in functional and cross-functional initiatives.LeadershipTranslate OHSU strategic and tactical business plans into HR strategic and operational plans. Establish credibility throughout the organization with leaders and employees in order to be an effective listener and problem solver of people issues in C4 areas.Partner with Central HR Centers of Excellence (COEs) to provide Human Resources leadership in the following areas: performance management, talent acquisition and on-boarding, employee relations, labor relations, compensation, benefits, retirement, employee training and leadership development, organizational design and development, HRIS, HR communications, change management and process improvement for C4 areas. Introduce, lead and influence change management initiatives with business unit leaders in order to address issues that will enhance overall performance and build the overall talent capability in C4 areas. Develop and promote feedback mechanisms that engage employees to influence the continuous improvement of OHSU’s culture and HR services and processes in C4 areas. Develop staffing strategies and implementation plans and programs to identify talent within and outside the organization for positions of responsibility in C4 areas. Ensure the planning and development of successors for the business units’ key leadership positions in alignment with the system Talent Review and Succession Planning process. Partner with the Central HR Total Rewards Team to facilitate the development of progressive and proactive compensation and benefits programs to provide motivation, incentives and rewards for effective performance in C4 areas.Partner with the Central HR Talent Acquisition Team to facilitate the development of programs that allow OHSU to embrace applicants and employees of all backgrounds and to permit the full development and performance of all employees in C4 areas.HR OperationsLeverage shared services to address and satisfy the strategic and transactional needs of the business and employees. Ensure the business units receive the necessary services, support, and communications from the central and mission Human Resources groups.ManagingPromotes a collegian, professional, and supportive environment that encourages innovation, creativity, diversity, teamwork, and respectful communications. Maintains a climate that attracts, retains, and motivates top quality human resources staff members. Facilitates development of HR staff members’ skills, professionalism, and scope of expertise. Designs, supports, and oversees cross-functional teams throughout OHSU, as appropriate. 5Effectively enables HR staff members so they can take action on behalf of OHSU by: transmitting OHSU’s values, vision, and direction; respecting and using the skills, expertise, and insights of others; providing direction and resources, removing barriers and helping develop people’s skills; articulating expectations, and clarifying roles and relationships; encouraging people to question organizational assumptions and ask strategic questions; ensuring quality decision-making; anticipating conflicts and facilitating resolution.ResponsibilitiesEducation:Bachelor’s degree in related fieldExperience:8+ years of increasing responsibility in Human Resources Management that provided the opportunity for exposure to and working knowledge of the breadth of Human Resources disciplines, including employment, compensation, benefits, labor and employee relations. Expertise required in more than one HR discipline. Experience working within large, complex organization. Experience managing an HR function within a unionize environment.Job Related Knowledge, Skills and Abilities:Demonstrated commitment to working with shared leadership and in cross-functional teams. Demonstrated ability to lead in a collaborative, team-centered work environment and provide helpful support in a timely manner. Proven ability to undertake multiple priorities/projects concurrently, ability to self-prioritize, lead others and to consistently meet due dates and timelines. Excellent written and verbal communications skills, including the demonstrated ability to express complex information in a clear, concise and understandable fashion. Demonstrated ability to create a variety of written work products of significant complexity, including but not limited to analysis, proposals, policies and procedures. Strong creative, strategic, analytical, organizational, and personal sales skills. Must be a team player, but able to work independently, using initiative and judgment. Excellent interpersonal skills, including listening skills and ability to manage conflict. Ability to interface effectively at all levels of the organization. Demonstrated financial analysis and fiscal management skillsDemonstrated tolerance for ambiguityQualificationsEducation:Master’s degree preferred CCP, SPHR Certification preferredExperience:Senior management experience. 3-5 years concurrent or additional HR experience in a university, healthcare and/or academic medical center environment.Experience working in an HR function with a strategic business partner modelPI238934000

We are seeking an experienced and strategic Chief Human Resources Officer (CHRO) to join our innovative organization at the forefront of empowering people with intellectual and developmental disabilities (I/DD) and mental health challenges. As a member of our senior leadership team, you'll play a key role in aligning human resources with our mission and driving the achievement of our strategic goals. You'll direct all aspects of human resources and lead your HR team to provide outstanding employee experiences and cultivate a culture of high performance.We'd love to hear what attracted you to this opportunity and encourage you to include a cover letter with your application.Why Choose Kerr? Dynamic Work Model: Embrace a hybrid work environment that values flexibility (2-3 days per week onsite). Impactful Leadership: Report directly to the Chief Executive Officer and actively participate in Senior Leadership Team to drive success. Inclusive Focus: Be at the forefront of advising on diversity, equity, inclusion, belonging, and accessibility (DEIBA) issues, influencing positive change within the organization.Key Responsibilities: Strategic Direction:Develop and implement a forward-thinking HR strategy that aligns with agency goals. Compliance Excellence: Ensure compliance with federal, state, and local laws, regulations, best practices, and licensing/accreditation requirements, showcasing our commitment to excellence. Develop and implement HR policies, procedures, and programs. Workforce Development: Drive strategies for attracting and retaining top talent, utilizing HR metrics and feedback mechanisms to enhance our workforce. Develop and maintain impactful compensation and benefits programs. Take the lead in organizational succession planning, ensuring a pipeline of talented leaders ready to propel the organization forward. Establish metrics to facilitate ongoing enhancement of engaged and productive workforce. Employee Relations & Engagement: Oversee performance management program, providing guidance and support. Take a lead role in employee relations. Lead Labor Relations meetings and ensure positive relationships with union stewards and representatives. Foster positive relationships and observe work environments through on-site presence. Direct DEIBA initiatives to promote growth and success. Qualifications BS/BA degree from an accredited college/university; MBA or MA/MS in human resources or related field preferred. Over 8 years of HR leadership experience. SHRM or HRCI Professional or Senior Professional certification. Strong organizational, communication, and emotional intelligence skills and the ability to motivate and engage staff and management. Strategic thinker and insightful decision maker who utilizes data to drive strategic action. Understanding of Federal and State regulatory agencies with oversight for employment and labor law compliance and Health and Safety compliance. Proficiency in HRIS systems, Microsoft Word, Excel, PowerPoint and Outlook.

Responsible for effectively performing a variety of positions throughout the facility in a safe, effective, and accurate manner while following procedures and processes, and maintaining and improving the performance of the entire plant in the areas of Safety, Quality, Reliability (SQR) and our Customer 1st strategy. Provide leadership that embodies our 7 Kroger Manufacturing High Performance Work System principles. Demonstrate the company s core values of respect, honesty, integrity, diversity, inclusion and safety. Minimum - Must be at least 18 years of age- Flexible to work any shift as needed- Strong planning and organizational skills- Effective oral/written communication skills- Ability to meet deadlines with limited supervision- Self-motivated and self-directed Desired - High School Diploma or GED - 3+ years manufacturing experience- Clean all equipment properly and timely to ensure safe quality products- Operate all clean in place (CIP) and clean out of place (COP) systems as necessary- Clean machinery, facility structures such as racking, windows, walls and exterior of plant- Ensure all chemicals, buckets and pumps are properly tagged according to safety requirements- Complete routine paperwork and data entry- Assist machine operators in gathering production supplies, packaging materials and loading equipment, including dumping boxes and lifting stacks of cardboard- Assist in hand-packing and hand-stacking product/cases onto pallets- Safely operate cardboard baler, bottle bagger/de-bagger and other equipment- Empty and dispose of outdated product in accordance with established guidelines- Must be able to work around ingredients and/or finished products known to contain food allergens- Follow established programs, policies and practices to produce safe quality foods that meet regulatory and company requirements- Accountable to the Kroger Manufacturing Food Safety and Quality Principles- Must be able to perform the essential job functions of this position with or without reasonable accommodation- Must be able to work around ingredients and/or finished products known to contain food allergens

Job Description Summary:This job is an hybrid position with a home base in Portland, OR or Seattle, WA. The emphasis of this position is continuous improvement and upgrade of organization's talent capabilities.Job Description:POSITION RESPONSIBILITIES AND DUTIESPrimary duties for the Strategic Talent Partner will include:Align all employees to the business' objectives and enhance employee performanceSupport employee and leadership development efforts ( includes coaching programs/initiatives )Assist with Talent acquisition effortsPlan and implement strategic Talent initiativesOversee the work of Talent consultants/vendorsManage, coach, and mentor more junior Talent PartnersDevelop and implement local training programsManage employee onboarding including preliminary and long-term planningFacilitate communication of role expectations between employees and managersFacilitate succession planningFacilitate ongoing workforce planningFacilitate team development and ongoing team dynamics exercisesSupport employee relations for assigned client unitsSupport internship programs within assigned client unitsMonitor and manage employee engagement and experienceFacilitate employee well-being initiativesPartner with the Centers of Expertise to service all Talent needs for the businessConsult with business unit leaders and line management, providing Talent guidance as appropriateAnalyze trends and metrics in partnership with Solutions Center and Centers of Expertise to customize solutions, programs and policies to the needs of the assigned client unitTriage and stabilize employee relations issues and assist Solution Center and Centers of Expertise with investigating, managing, and resolving complaints and claimsMaintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory complianceProvide HR policy guidance and interpretationProvide day-to-day performance management guidance to line management, e.g., coaching, counseling, career development, disciplinary actions, etc.Professionally and empathetically facilitate the departure of underperforming employees on a timely basisProvide guidance and input on business unit restructures, workforce planning, and succession planningIdentify training needs for business units and individual executive coaching needsEvaluate and monitor training programs and follow up to ensure training objectives are met succesfullyWork closely with management and employees to improve work relationships, build morale, and increase engagement, team productivity, and retentionPartner with leadership to develop job offer terms for new hires, promotions, and transfersConsult on hiring decisions, facilitate the hiring process, and ensure accountability to hiring procedures and standardsAssist with talent mobility. Facilitate cross regional and divisional project staffing needs.Develop compensation knowledge of the marketplacePerform other related duties as requiredMINIMUM SKILLS AND EXPERIENCEStrong level of business literacy about the business unit's operating model, strategy, financial position, midrange plans, culture, and competitionWorking knowledge of multiple human resource disciplines, including compensation practices, organizational development, recruiting, learning and development, workforce strategy, team effectiveness, employee and union relations, diversity, performance management, and employment lawsExcellent verbal and written communication skillsExcellent interpersonal and customer service skillsExcellent organizational skills and attention to detailAbility to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policiesAbility to acquire a thorough understanding of the organization's hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factorsExcellent time management skills with a proven ability to meet deadlinesStrong analytical and problem-solving skillsProficient with Microsoft Office Suite or related softwareBachelor's degree or equivalent experience; Master's preferredMinimum of 5 years of experience directly resolving complex employee and organization issuesSHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) credential or ability to obtain certification within one year of employment preferredSUMMARY OF BENEFITS This role is eligible for the following benefits: medical, dental, vision, 401(k) with company matching, Employee Stock Ownership Program (ESOP), individual stock ownership, paid vacation, paid sick leave, paid holidays, bereavement leave, employee assistance program, pre-tax flexible spending accounts, basic term life insurance and AD&D, business travel accident insurance, short and long term disability, financial wellness coaching, educational assistance, Care.com membership, ClassPass fitness membership, and DashPass delivery membership. Voluntary benefits include additional term life insurance, long term care insurance, critical illness and accidental injury insurance, pet insurance, legal plan, identity theft protection, and other voluntary benefit options. Compensation Range Annual Salary: $120,000.00 - $160,000.00

Legacy HealthHuman Resources Business Partner (People Strategy) Hybrid-RemoteEqual Opportunity Employer/Vet/DisabledUS-OR-PORTLANDJob ID: 24-37658Type: Regular Full-TimeSystem Office 1120 BuildingOverviewThis is a hybrid role that is highly consultative and requires regular meetings at a variety of Legacy locations across the Portland Metro area (including Vancouver, WA and Silverton, OR). On days that onsite activity is not required, individuals in this role may work from remotely. All new hires are required to come to a designated Legacy Health office location in Portland, Oregon prior to their start date for a new hire health assessment and to complete new employee orientation. Making life better for people. Bringing good health to all. These are a few of the beliefs that form the foundation of our mission at Legacy Health. When you’re one of the largest employers and health care providers in the Portland and Southwest Washington areas, that mission should inform everything you do. That’s why people trust us with their lives and livelihoods. That also means the people who work at Legacy embrace this common mission and purpose. Our work is a job, yes, but it’s more than a job, too. As a people strategy partner, you work within the nerve center of conducting this mission. You’ll work closely with senior leaders to support our talent across the organization, so they in turn, can support our communities with good health. As a Legacy Health People Strategy Partner, you will be a trusted advisor and thought partner to the organization’s senior leaders and executives to ensure the organization’s People & Culture strategy works to meet the unique needs of the business. You will be responsible to steward and support integrated, innovative and inclusive workforce solutions. Your role within the People & Culture division will be to provide business insight and perspective to teams across the division, in service of designing competitive and inclusive practices, processes and policies that support the organization’s priorities and the needs of a high performing diverse workforce. People Strategy Partners (PSPs) are assigned to entity or division executives (senior vice presidents, presidents, or vice presidents) and are responsible to steward and support integrated, innovative and inclusive workforce solutions. They provide business insight and perspective to teams across People & Culture, in service of designing competitive practices, processes and policies that support the organization’s priorities and the needs of a diverse workforce. They are a trusted advisor to their assigned executive(s) on matters relating to workforce engagement, talent planning and deployment of broad and inclusive People & Culture solutions. PSPs are embedded in their assigned entity or division so they can provide an accurate representation of the business needs and imperatives directly to People & Culture leaders and subject matter experts. While the responsibilities of the job are to ensure an innovative and sustainable talent strategy comes to life, of equal importance are the qualities we’re looking for in this essential role. It’s about recognizing the talent in people, relating to diverse stakeholders at all levels of the organization, a willingness to be an independent thinker, partnering with and coaching executives, and communicating both simple and complicated ideas across the organization. This role draws upon a combination of business savvy, emotional intelligence and talent strategy in equal measure. 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 areas and the mid-Willamette Valley, 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 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.Responsibilities Responsible for customizing the organization’s People & Culture strategy to meet the unique needs of the assigned entity or division. Represents elements of the People & Culture team and priorities within the assigned entity or division.Serve as the internal coach and trusted advisor for assigned executives on strategic workforce matters. Supports executives as they deploy People & Culture processes, practices, and policies within their entity.Partner with the People & Culture functional areas and leaders to inform and deploy comprehensive and integrated solutions to address business imperatives and priorities.Partner with People & Culture leaders and subject matter experts to inform the design of workforce strategies and solutions in service of the organization’s mission, strategic priorities, and diverse workforce. Monitor and leverages a variety of workforce data (internal and external) to guide the development and deployment of responsive and innovative workforce solutions.Serves on a variety of virtual teams within People & Culture to inform and advance strategies related to, but not limited to, organizational design & growth; DEI; workforce engagement, total rewards, employee experience and talent management. Act as extenders of other People & Culture subject matter experts to support team development, change management, engagement, DEI, and talent management solutionsPartner with the DEI VP and team to support and deploy diversity, equity, and inclusion strategies and initiatives within the assigned entity or division. Partner with assigned executive(s) to ensure system level DEI strategies are understood, prioritized, and implemented within the assigned entity or division. Partner with Talent Planning Director to apply succession, career, and onboarding solutions with a specific focus on the Executive Leadership (SVP, VP) levels. Serves as the primary onboarding coach for new executives in assigned entity or divisionPartner with Talent Acquisition Director and team to ensure that capabilities and resources are planned for and forecasted (based on succession and talent plans and capability gaps) and that key positions are filled either internally or externally in a timely fashion.Partner with OD & Engagement Director and team to support the workforce engagement survey, data interpretation and the deployment of best practices within assigned entity or division.Demonstrates high level of emotional and social intelligence, particularly in stressful or high-pressure situations. Advises and facilitates sensitive issues. Knows when to leverage Employee Relations on significant employee and management issues to ensure objective and independent resolution.QualificationsExperience: Minimum of seven years of diverse and progressively responsible experience as an HR or operational leader and / or with multiple HR functional areas such as organizational development, engagement, leadership development, talent management, talent acquisition, employee relations or total rewards. Proven experience leading or deploying DEI strategies and priorities. Education/Certification: Bachelor's degree in human resources, business administration, or related field or equivalent applicable experience. Master’s degree preferred. Relevant experience may be substituted for educational requirements. SPHR or SHRM-SCP certification preferred. Skills: Ability to develop and customize a comprehensive People & Culture (HR) strategy for a division, entity, or business unit. Ability to use data, analysis and insights to inform strategic priorities and opportunities. Proven ability to balance demand from multiple stakeholders and the potential for competing priorities. Brings independent judgement and a balanced, trusted relationship to all team encounters. Demonstrates and brings a strong business acumen as part of their capability and unique contribution. Tact and diplomacy skills to relate to a diverse set of stakeholders including, employees, leaders, executives, vendors/consulting partners, and regulatory agencies. Ability to effectively communicate ideas, plans and directions both in writing and verbally. Strategic systems thinker who can identify the practical and business implications of implementing a policy or practice. Balances innovation with pragmatism. Presentation and / or advanced facilitation skills. Demonstrated leadership and strategic skills in an integrated HR model. LEGACY’S VALUES IN ACTION:Follows guidelines set forth in Legacy’s Values in Action.PI239479518

Oregon Health & Science UniversityOregon Health & Science University values a diverse and culturally competent workforce. We are proud of our commitment to being an equal opportunity, affirmative action organization that does not discriminate against applicants on the basis of any protected class status, including disability status and protected veteran status. Individuals with diverse backgrounds and those who promote diversity and a culture of inclusion are encouraged to apply. To request reasonable accommodation contact the Affirmative Action and Equal Opportunity Department at 503-494-5148 or [email protected] Acquisition PartnerUS-OR-PortlandJob ID: 2024-29464Type: Regular Full-Time# of Openings: 1Category: Human ResourcesPortland, OR (Marquam Hill)OverviewManages a requisition load; handling a wide range of requisitions, such as high volume positions in operations support ie. administrative roles, areas with structured hiring programs such as allied health roles or Support Services, and manage other moderately complex roles. They conduct intakes, establish recruitment plans, coordinate advertising, screen candidates, work up and extend compensation offers, prepare offer letters, facilitate the reference check process. Responds to inquiries from internal and external customers and candidates, meeting service level agreements and ensuring a positive candidate and customer experience. Ensures all aspects of the process are consistent with collectively bargained provisions. Provides education and training on recruitment and hiring procedures and best practices; screening and interviewing techniques, evaluating and documenting candidates’ qualification and selection. Reviews reporting to understand vacancy data, factors impacting time to fill and how to improve. Participates in the creation, documentation of, implementation, monitoring, and evaluation of procedures, processes, tools, systems to ensure efficient delivery of information and service to all stakeholders. Participates in work groups and special projects. Serves as a partner for change management.Monitors their performance against key performance indicators, metrics and benchmarks. Participates in the development and deployment of hiring and recruitment events. Attends events. Assists in the evaluation of outcomes from the events, ie. hires made, and measuring return on investment. Performs other duties as assignedResponsibilitiesEducation: Bachelor’s degree in Business Administration, Human Resources, or relevant field, or equivalent combination of education and experience.Experience:3 years of progressively responsible HR recruitment experience which includes managing a high requisition load (50+), in a corporate/in house recruitment setting.Job Related Knowledge, Skills and Abilities (Competencies):Demonstrated ability to successfully manage a recruitment load, which includes managing a high volume of recruitments (50+) Experience managing all aspects of the recruitment process, including planning, sourcing, screening and interviewing and selection. Knowledge of compensation principles and application, ability to work up compensation offers. Understands fundamentals of total rewards. Knowledge of state and federal employment laws, rules, and regulations, especially those that apply to talent acquisition and industry-specific requirements. Demonstrated ability to develop and maintain a healthy, equitable and inclusive workplace through interactions, decisions and recommendations. Effective, clear, and culturally aware written and verbal communication. Expertise providing presentations to groups at all levels of an organization. Solid critical thinking skills. Tolerance for, and ability to manage ambiguity. Ability to independently prioritize and consistently meeting due dates and deadlines. Ability to determine when to escalate matters to senior team member and/or manager. Demonstrated ability to be patient, calm and communicate thoughtfully and respectfully in a fast-paced environment with competing demands. Illustrates the skill and competency in being guided by emotional intelligence. Collaborative and supportive interpersonal style with customers and coworkers. Demonstrates a high level of professionalism. Proficient in the use of applicant tracking systems, HRIS, software commonly used in recruiting, and various computer applications (MS Office Suite, Power Point).Must be able to perform the essential functions of the position with or without accommodation.QualificationsFull cycle recruitment experience. Experience in HR recruitment in higher education, academic medical centers, healthcare. Experience in a complex, matrixed environment.Experience in a collective bargaining work environment.SHRM-CP; PHRPI239488649