Top HR Jobs in Portland, OR

As a People Experience Business Partner, you'll strategize HR practices, enhance employee engagement, and lead organizational development initiatives integrating AI and emerging technologies.

The Human Resources Intern will assist in HR operations, onboarding, employee engagement, training design, and maintain HR documentation in various systems.

The HR Digital Strategy Manager provides strategic oversight for HR technology investments, ensuring alignment with business objectives and regulatory standards while advising on optimal technology use and assessing trends in HR technology.

The Senior HR Business Partner will shape people strategy for key teams, provide strategic counsel, drive talent programs, and enhance employee experience while using data-driven insights.

The HR Business Partner, Director will provide strategic partnership to executives, shape people strategies, oversee performance management, and enhance organizational design and effectiveness.

The HR People Partner will enhance Silverfort's people experience, fostering relationships across teams and collaborating with leaders on HR initiatives to drive success.

The HRBP will support managers and employees by driving HR initiatives, handling employee relations, and ensuring compliance with labor laws.

Serve as strategic HR advisor to Engineering and Product leadership, driving performance management, strategic hiring, career development, people analytics, and high-impact projects to scale the technical organization while coaching leaders and resolving complex org dynamics with empathy.

The Talent Acquisition Coordinator will manage recruiting administrative tasks, coordinate interviews, support candidate communications, and assist with onboarding and HR documentation processes.

Serve as a strategic HR Business Partner to mid‑level managers—especially in Data Center Operations—handling employee relations, ADA accommodations, leader coaching, performance and rewards support, HRIS/reporting (Workday), leave administration, communications, and cross‑functional HR projects to strengthen engagement and organizational effectiveness.

As a Senior HR Coordinator, you will provide HR support and guidance, process employee transactions, document procedures, and answer complex questions from management and employees.

The HR Specialist in Offboarding Services handles termination requests, prepares separation documents, supports line managers, and responds to employee inquiries, ensuring a smooth offboarding process.

The HR Generalist will manage onboarding, coordinate immigration cases, oversee employee surveys, and support performance management and HR compliance.

Support HR across Talent Acquisition, Compensation, and HRBP functions. Lead designated HR projects, coordinate recruitment and internship program activities, update job descriptions, engage with internal teams, improve processes, and learn internal HR systems.

The Human Resources Director will lead HR strategies, improving employee experience, fostering engagement, and leveraging data for decision-making while supporting dynamic growth in the organization.

Serve as an HR Business Partner supporting managers and employees across People operations: drive performance management, talent development, employee engagement, DEIB efforts, reporting, HR policy application, and lifecycle processes from onboarding to exit.

The Head of HR strategically leads all HR functions, fostering a positive workplace culture while managing talent acquisition, employee relations, and compliance.

Lead HR technology programs and digital transformation initiatives, coordinating with HR and IT to drive solutions and manage enterprise-scale implementations.

As an HR Coordinator, you will assist with HR compliance, onboarding, data management, performance management, and contribute to various People Operations programs.

The Director of Payroll & HR Operations leads strategic HR functions, ensuring payroll compliance, HR service delivery, and operational improvements in a healthcare setting.

The HR Systems Analyst administers and optimizes Workday HCM modules, collaborates with stakeholders to ensure accurate data, and provides analytical support through reporting and dashboards.

As an Engagement Partner, you will advise managers on talent processes, enhance organizational health, and drive employee engagement through performance management and collaboration with leadership.

The HR Business Partner will provide strategic support to clinical team leaders, focusing on talent management and performance. Responsibilities include advising on leadership practices, organizational structure, and fostering a strong workplace culture aligned with mental healthcare initiatives.

The HR Central Analyst supports HR systems and resolves employee inquiries, ensuring compliance and quality of service while maintaining data integrity and identifying improvement opportunities.

The HR Manager leads recruiting, onboarding, talent management, retention strategies, and ensures compliance with HR laws while fostering a positive company culture.