Top Senior HR Jobs in Portland, OR

Fixed-term (maternity cover) Senior HR Business Partner to provide employee relations, manager coaching, performance management, and People program continuity. Partner with leaders, People Ops, Legal, Finance, and Recruiting; support immigration processes and external counsel; maintain compliance and people systems; enable change, talent planning, and manager effectiveness in a fast-paced, remote-first environment.

Partner with functional leaders to translate business strategy into people strategy. Own org design, performance management, compensation, talent development, engagement, and retention. Provide coaching on career pathing, change management, and sensitive employee issues. Use people data to generate insights and recommendations, build compliant HR policies, manage global employee relations, and collaborate with People Team COEs to deliver cohesive people programs at scale.

Serve as strategic HR partner to a 2,000+ R&D organization, leading org design, performance calibration, people programs, engagement analysis, and coaching senior leaders to scale the org and improve talent outcomes.

The Director HR Technology & Talent Analytics leads the global ownership of Workday, enhancing HR data capabilities, managing change, and fostering relationships with executives to leverage workforce analytics.

As a Senior HR Business Partner, you'll support leaders in managing performance, employee relations, and organizational priorities while contributing to core HR initiatives and building trust across teams.

Provide strategic leadership for countywide HR programs including talent, learning, labor relations, compensation, benefits, HR technology, and risk management; partner with executive leadership, develop workforce strategy and policies, ensure compliance with employment law, advise on collective bargaining, and lead and develop the HR team to align HR initiatives with county priorities.

Manage employee relations, onboarding, leave administration (FMLA, military, disability), policy updates, personnel records, exit interviews, HR reporting, and special projects. Ensure legal compliance and improve manager/employee performance in a fast-paced BPO environment.

Lead and optimize HR shared services across the employee lifecycle, drive process improvements and system enhancements, manage escalations and PEO relationships, ensure compliance (benefits, LOA, federal/state laws), administer HR systems and reporting, mentor junior staff, and support immigration case coordination and annual open enrollment.

Serve as strategic HR partner to a business unit: advise leaders, design org structures, drive talent planning, manage employee relations, execute core HR programs, analyze HR metrics, coach managers, and align HRBP work across the enterprise to support business goals.

Manage benefits administration, leave management, compliance initiatives, and HR administration. Act as a subject matter expert in benefits and employee support, while fostering a positive workplace culture.

Ensure HR compliance with federal, state, and local employment laws. Lead audits, risk assessments, and responses to wage-and-hour audits and agency inquiries. Audit timekeeping, meal/rest break compliance, and payroll processes. Partner with Payroll, Legal, HRBPs, Operations, and HRIS to identify trends, implement corrective actions, and educate stakeholders to mitigate compliance risk.

Provide strategic, systems-level HR leadership to design and execute people strategy, strengthen HR operations, lead compensation, ensure legal compliance, build and develop HR staff, partner with senior leaders, drive change management, use people data for decisions, and support ministry fund development and travel as required.

Lead HR technology and people analytics execution: manage HR systems (Workday) implementations, integrations, vendor relationships, reporting, and workforce insights. Partner with HR, IT, Finance, and business leaders to deliver scalable HR solutions, data governance, change management, and dashboards to inform talent and business decisions.

Senior executive leading network-wide HR, talent acquisition, performance, and analytics. Sets human capital strategy to attract, develop, and retain staff, drives eNPS improvements, partners with regional leaders and the Board, oversees HRIS and compensation alignment, and builds leadership pipelines across a multi-site education network.

Serve as a strategic HR partner for Sales and Core Product, driving workforce strategy, org design, talent architecture, leadership effectiveness, and AI-enabled workforce transformation. Build career frameworks, lead performance calibration and change initiatives, use people analytics to inform decisions, and partner with Talent Acquisition to align hiring to future skills.

Lead Workday governance, roadmap, and end-to-end delivery of HR system enhancements. Combine project management and business analysis to elicit requirements, design Workday solutions, manage risks, coordinate testing and deployment, and drive stakeholder alignment and adoption across HR, IT, and business partners.

Lead HR operations and administration across the employee lifecycle, managing onboarding, HRIS/Workday data, compliance, employment verifications, records retention, reporting, process improvement, audits, and HR service delivery while partnering with Talent Acquisition, Payroll, Benefits, and business leaders.

Senior People Business Partner advising GTM leaders on org design, leadership effectiveness, talent strategy, succession planning, and organizational health. Support team effectiveness, onboarding, retention, and People function scaling in a fast-growing, globally distributed AI company while mentoring and coaching PBPs and executing both strategy and hands-on programs.

Serve as HR technology strategic partner to IT leaders, shaping workforce plans, organizational design, change management, and HR IT roadmaps. Advise on HR technology architecture, integrations, compliance, and digital transformation; prioritize HR IT projects, evaluate new technologies, and collaborate with HR COEs, finance, and senior stakeholders to deliver employee experience and capability outcomes across a global, matrixed organization.

Assist higher education clients in enhancing HR operations as an HR leader. Responsibilities include oversight of projects, training, and aligning HR processes.

The HR Operations Specialist will manage employee lifecycle, optimize HRIS, support employee relations, administer benefits, ensure compliance, and foster company culture in a fast-growing tech environment.

The Senior HR Business Partner partners with senior leaders to enhance workforce planning, organizational design, and talent strategy, driving operational effectiveness and improving employee experience in a clinical setting.

The Senior HR Analyst will transform complex recruiting data into actionable business strategies, automate reporting, ensure data quality, and build scalable analytics to enable self-service insights.

Lead the HR function, providing strategic, operational, and financial leadership. Optimize recruitment, employee wellbeing, policy compliance, and organizational structure in a creative entertainment company.

The Senior Manager, HR Systems leads the strategy and execution of people analytics using Workday, focusing on data-driven workforce decisions and analytics capabilities.