Top HR Jobs in Portland, OR

Provides outsourced HR consulting and support to clients across benefits administration, performance management, onboarding, offboarding, compliance, HRIS optimization, documentation, and general HR operations. Builds client relationships, addresses HR concerns, researches employment regulations, improves processes, and contributes to service-line growth and business development.

Own end-to-end workplace investigations involving harassment, discrimination, retaliation, and policy violations. Advise leaders and HR partners on employee relations, accommodations, performance, and separations; maintain case documentation and tracking; identify organizational trends; support policy improvements and manager training; and provide impartial HR-for-HR oversight. Partner with Legal and external counsel on sensitive matters while using AI tools to assist investigation planning, evidence summaries, and reporting.

Manage end-to-end payroll through a PEO, administer HRIS data, support employees with payroll and HR inquiries, ensure multi-state compliance, generate reports, and optimize HR workflows. Lead the organization’s 2027 transition from its PEO to an independent payroll and HR technology stack, including system selection, implementation, tax setup, SOP development, controls, and employee training.

Supports hotel HR operations by recruiting and onboarding hourly employees, managing Workday employment processes, facilitating orientation, tracking safety certifications, supporting benefits and associate relations, coordinating recognition and wellness programs, and preparing HR reports. Provides courteous assistance to associates, leaders, and candidates while maintaining compliance with hiring protocols and accurate records.

Provides HR data, systems, and operational support for organizational design and talent transformation projects. Partners with HR business partners and enterprise teams, using Orgvue, Excel, and Workday data to manage organizational changes, validate information, produce reporting, and identify inconsistencies. Supports live design sessions, translates decisions into system actions, and strengthens consistency by training HR Data Specialists and improving team processes.

Serves as a strategic HR advisor to managers and executives across a multi-state workforce. The role partners on workforce planning, organizational design, reorganizations, employee relations, performance management, leadership development, succession planning, change management, and employment-law compliance. It coaches leaders, manages sensitive employee matters, uses workforce analytics, coordinates HR system updates, and supports continuous improvement across HR operations.

Partners with executive leaders to diagnose organizational needs, guide change, and improve culture and effectiveness. Leads employee engagement, performance management, workforce planning, succession management, talent development, and organizational change initiatives. Advises on AI tools for talent acquisition, predictive turnover modeling, and employee experience. Ensures HR policies comply with employment legislation while translating business plans into talent strategies.

Coordinates HR service center support, employee inquiries, onboarding and offboarding, recruiting administration, background checks, HRIS transactions, records management, reporting, and general administrative tasks. The role serves as a key point of contact for employees and managers, ensures compliance with agency policies and employment requirements, and supports HR projects in a primarily remote environment with occasional office work.

Leads the HR function across all Ronald McDonald House Oregon locations, advising executives and managers on employee relations, compliance, talent management, compensation, benefits, engagement, and workforce strategy. Oversees HR policies, employee lifecycle processes, HRIS administration, payroll coordination, safety, and employment law compliance. Uses workforce data and employee feedback to improve organizational effectiveness, equity, employee experience, and retention.

Assists with human resources administration, employee orientation, recruitment, onboarding, benefits, records, compliance, training coordination, and employee relations support. Manages payroll transactions, garnishments, deductions, tax liabilities, accruals, reconciliations, reports, manual checks, and termination payments. Maintains confidentiality, supports audits and facility surveys, coordinates safety and health requirements, and may supervise an HR Assistant.

Remote HR internship supporting recruitment, onboarding, employee records, engagement, HR operations, compliance documentation, performance management assistance, and general HR administrative tasks.

Leads human resources strategy for supply chain facilities, including full-cycle recruiting, talent assessment, retention initiatives, employee relations, training, and workforce metrics. Manages and develops HR Business Partners, builds location-specific talent pipelines, supports conflict resolution and investigations, and partners with facility leadership on human capital priorities. The role is conducted remotely and requires travel to buildings and partnership locations.

The Human Resources Generalist manages employee relations matters, including workplace investigations, conflict resolution, manager coaching, corrective actions, and confidential case documentation. The role also provides broad HR support across recruitment, onboarding, performance management, compensation, benefits, leave, accommodations, compliance, training, and offboarding. The position requires strong judgment, communication, confidentiality, and knowledge of federal and Oregon employment laws.

Provides strategic HR leadership for an on-site R&D organization, supporting talent management, organizational development, employee relations, compensation, engagement, workforce analytics, policy guidance, and organizational change. Advises leaders across a global matrix environment, coordinates complex HR initiatives, and drives organizational effectiveness through strong consulting, coaching, communication, and data-driven decision-making skills.

Leads the HR function for a growing, multi-state veterinary company. Responsibilities include HR strategy, M&A due diligence and onboarding, talent acquisition, employee relations, compensation, benefits, payroll, learning and development, compliance, and employee engagement. The director will build the HR team, establish scalable processes, manage vendors and benefits programs, develop hiring pipelines, implement AI tools, and support senior leadership initiatives.

Provides strategic and hands-on HR support for a remote, multi-state workforce. Advises leadership and employees on personnel matters, accommodations, FMLA, employment compliance, and team development. Researches state-specific requirements, identifies issues requiring legal counsel, supports training programs, and serves as a confidential HR contact. This is a flexible fractional engagement of up to 10 hours per month.

Provides HR administrative and recruiting support, including resume and application screening, pre-screening interviews, applicant tracking, job postings, offer letters, drug-screen and background-review processing, hiring paperwork, immigration compliance, E-Verify, data entry, and candidate communications. Maintains confidential information, supports hiring managers, conducts compliance audits, and applies employment policies and regulations.

Provides routine administrative and clerical support to Human Resources, including responding to inquiries, processing employee documentation, data entry, document imaging, file maintenance, and confidential information handling. Uses multiple computer systems and HR software while ensuring accurate, timely work and compliance with company policies and applicable regulations.

Provides first-point-of-contact HR support at a manufacturing facility. Responsibilities include employee assistance, onboarding, interview scheduling, pre-employment testing, orientation preparation, HRIS data entry and auditing, personnel file management, reporting, employee event coordination, and community recruiting outreach. The role requires strong communication, confidentiality, organization, attention to detail, Microsoft Office proficiency, and fully onsite availability.

Provides comprehensive HR support across employee and labor relations, recruiting, onboarding, compensation, benefits, leave and ADA administration, performance management, training, organizational development, and workforce changes. Partners with managers and employees, investigates employment issues, ensures compliance with employment laws, maintains HR data in PeopleSoft, supports reorganizations, and manages confidential information across multiple client groups.

Own day-to-day HR operations for a fully remote, multi-state workforce. Responsibilities include onboarding, offboarding, benefits and HRIS administration, employee records, reporting, performance review coordination, compliance, leave administration, policy development, employee relations, manager support, and culture initiatives. The role partners with a PEO and fractional Chief People Officer while building scalable HR processes in a growing company.

Supports employee and community relations by investigating concerns, resolving conflicts, guiding managers on HR policies, and maintaining confidential records. Coordinates compliance training, tracks completion through the learning management system, administers policies, and supports onboarding, offboarding, performance management, reporting, and HR compliance initiatives. Serves as a liaison among employees, leadership, project teams, and community stakeholders while promoting consistent, respectful, and compliant workplace practices.

Leads the design and domain ownership of AI agents for enterprise HR operations, including payroll, time, benefits, and employee changes. Tailors solutions for customer policies and systems, supports implementations and escalations, and represents the company in executive workshops, demos, RFPs, and market engagements. The role requires deep HR operations expertise, HR technology implementation experience, compliance knowledge, process automation judgment, and the ability to translate complex HR processes into accurate agent behavior.

Supports global HR operations as a first point of contact for employee queries, onboarding, offboarding, employee changes, benefits administration, records maintenance, compliance, reporting, and HR technology. Partners with HR, talent acquisition, payroll, IT, facilities, and finance teams, contributes to HR projects and culture initiatives, and helps improve HR processes and automation.

Serves as a strategic HR advisor to leaders across the organization, shaping workforce planning, organizational effectiveness, talent strategies, employee experience, and HR programs. Uses HR systems, data, analytics, and emerging AI technologies to inform decisions and improve processes. Leads cross-functional HR initiatives, change management, compliance efforts, and stakeholder engagement while supporting talent attraction, development, engagement, and retention.