Top Senior HR Jobs in Portland, OR

Leads Travel Oregon’s HR function as a senior individual contributor, administering policies, compliance, employee relations, recruitment, leave and accommodations, performance management, compensation, classification, engagement, and DEI practices. Advises executives and managers on complex employment matters, coordinates investigations and outside specialists, maintains HR records and systems, and ensures legally compliant processes. The role also coordinates payroll, benefits, onboarding, separation, reporting, and cross-functional HR workflows without direct supervisory responsibility.

Provides comprehensive HR support, including recruiting, onboarding, benefits, compensation, employee relations, personnel actions, and HRIS administration. Leads onboarding and benefits enrollment, supports employee inclusion and retention, and ensures compliance with tribal employment laws and regulations. Requires strong HR technology, project management, confidentiality, communication, and relationship-building skills. The hybrid role may involve day travel to employees in Hood River and The Dalles.

Partners with senior leadership on talent development, succession planning, performance management, employee relations, investigations, labor negotiations, compliance, compensation, benefits, recruiting, training, and workforce planning. Oversees HR staff and advises leaders on employment policies, corrective actions, disputes, leaves, and terminations. Supports affirmative action and EEO reporting, employee surveys, organizational improvements, and local HR initiatives.

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.

The Senior HR Generalist manages employee lifecycle activities, including onboarding, offboarding, employee relations, performance reviews, development plans, HR compliance, policy updates, records management, HR reporting, and employee engagement initiatives. The role advises employees and managers, supports a positive workplace culture, maintains confidential HR data, and improves HR processes across assigned departments.

Owns HR data integrity, governance, reporting, dashboards, analytics, and global employment compliance. Builds Workday reports and integrations, audits HR data, manages regulatory calendars and filings, supports audits, and translates workforce data into actionable insights for HR leadership and business stakeholders. The role also coordinates right-to-work processes, immigration-related data, compliance assessments, and reporting infrastructure improvements.

The Senior Human Resources Generalist supports branch leadership and daily HR operations across multiple Pennsylvania locations. Responsibilities include employee relations, attendance and performance management, payroll and HRIS updates, recruitment onboarding, workforce metrics, policy implementation, investigations, training recommendations, and employee support. The role requires knowledge of employment law, strong communication and judgment, proficiency with Microsoft Office, UKG, Kronos, and UltiPro, and flexibility to travel among branches.

The HR Data Analyst develops and maintains workforce dashboards, KPIs, reports, and automated analytics solutions. They analyze employee lifecycle, engagement, retention, talent, learning, rewards, and HR operations data to identify trends and provide recommendations. The role partners with HR and business leaders, presents insights, ensures data quality and compliance, and improves reporting processes through governance, validation, automation, and data modeling.

Manages HR compliance, audits, employment reporting, policy development, learning and development programs, succession planning, and leadership development. Partners with Legal and business stakeholders on employment law compliance, communications, and employee programs. Leads special HR projects, tracks initiatives, supports reporting, and mentors an HR communications representative. Requires strong HR knowledge, project management, communication, organizational, and analytical skills in a fast-paced international environment.

Serves as a strategic HR advisor to senior leaders and managers across U.S., Canadian, and international client groups. Leads workforce planning, talent management, organizational effectiveness, change initiatives, employee relations, compliance, and HR process improvements. Uses ADP Lyric, Workday, people analytics, and HR metrics to support decisions and improve operational efficiency. Coaches leaders, manages complex employee issues, supports reorganizations and integrations, and partners with HR Centers of Excellence on scalable people solutions.

Build and manage IJM’s global alumni community, including engagement journeys, mentorship, events, communications, and relationships with former interns and fellows. Own alumni data migration and maintenance in Salesforce, develop dashboards and metrics, and report on engagement, fundraising, volunteering, and recruitment outcomes. Partner with talent, advancement, and program teams to leverage alumni for referrals, fundraising, advocacy, and mission priorities. The role is hybrid in Washington, DC or remote for non-local candidates.

Manage broad HR responsibilities across the employee lifecycle, including employee relations, performance management, investigations, disciplinary actions, benefits administration, onboarding, offboarding, compliance, policy interpretation, HRIS data, and documentation. Partner with managers and cross-functional teams, provide confidential guidance, identify risks, and support employees across multiple locations. The role requires sound judgment, discretion, organization, adaptability, and potential for future HR leadership.

Supports and optimizes Workday and other HR technology platforms, develops reports, dashboards, metrics, and workforce analytics, and maintains HR data quality, governance, security, and reporting accuracy. Partners with HR, Finance, IT, and business stakeholders on requirements, system enhancements, releases, integrations, process improvements, and data insights. Provides functional troubleshooting, documentation, user guidance, compliance reporting, audits, and recommendations that improve workforce outcomes and HR effectiveness.

Leads global people operations and strategic HR programs for a rapidly scaling, distributed technology company. Builds AI-enabled HR tooling and automations, manages global employment compliance and EOR infrastructure, administers Rippling, develops leadership training, and oversees culture and engagement programs across 21 countries. Partners with leadership on compensation, performance cycles, workforce expansion, policies, and operational infrastructure.

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.

Provides strategic and day-to-day HR partnership for designated business units, including employee relations investigations, coaching, policy interpretation, workforce planning, and succession planning. Supports unionized workforces through grievance resolution, collective bargaining agreement administration, labor-management relations, and workplace investigations. Partners with legal counsel and leaders on labor matters, organizational changes, and compliance. The role is fully remote within the United States.

Provides strategic HR partnership to employees, managers, and leaders across assigned business units. Oversees employee lifecycle processes, employee relations, performance management, engagement, compensation, onboarding, offboarding, and talent initiatives. Coaches leaders, supports organizational development, advises on complex people matters, promotes employee experience and career progression, and ensures HR programs align with business goals and employment regulations.

Manages HR operations, employee benefits, 401(k) administration, compliance, performance reviews, compensation processes, training, employee relations, and handbook maintenance. Provides guidance on sensitive HR matters, supports organizational reporting, coordinates with talent acquisition, and oversees benefits renewals and open enrollment. The fully remote role requires U.S. work authorization and occasional travel to company offices or events.

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.

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.

Partner with R&D leaders on performance, employee relations, organization design, compensation, promotions, and people strategy. Lead international employment matters for the UK, EOR countries, and APAC; help establish the London entity, manage EOR relationships, maintain compliance and employee data, support audits, and create scalable country playbooks. The role requires strong UK employment law knowledge, international HR experience, and hands-on Rippling or Deel expertise.

Leads HR business partnering for global business units, aligning people strategy with business goals. Advises executives, implements HR programs, manages cross-functional HR collaboration, supports organizational change, uses analytics for decision-making, and ensures employment-law compliance. The role requires strong business acumen, executive influence, global HR experience, confidentiality, and expertise in HR technologies.

Partners with senior leaders to align people strategies with business goals, coaches leaders, manages performance and employee relations, uses people data to guide decisions, and leads organizational design, workforce planning, talent, engagement, and global HR initiatives.

Own end-to-end learning and enablement programs, including manager development, onboarding, workshops, People Team playbooks, and learning architecture. Partner with People Business Partners to address talent gaps, operate the LMS and content library, apply AI to learning workflows, and measure program impact. The role requires strategic business partnership, instructional design, hands-on program delivery, stakeholder influence, and continuous improvement of workforce learning.