HR Manager, Employee Relations & Talent Acquisition

Food Bank
City
Portland
State
Oregon
Title
HR Manager, Employee Relations & Talent Acquisition
Description

As the HR Manager, Employee Relations & Talent Acquisition, you will contribute to the organization’s success through your demonstrated experience in a broad range of human resources practices and team leadership with a focus on Employee Relations and Talent Acquisition. In this role, you will be a working lead and manage a talented team to implement various human resources and central support functions including talent acquisition, employee relations, coaching, and staff development. You will consistently apply a strong equity analysis to policies, practices, and systems in your teams’ purview, and across the organization. You demonstrate a high level of emotional intelligence and integrity, as well as the ability to build strong relationships so that you are positioned to coach and advise staff at all levels of organizational hierarchy regarding the interpretation and application of human resources policy. You also have a strong detail orientation, extensive employee relations best practices, and demonstrated knowledge and experience incorporating an equity lens to HR practice.

End date
Opportunity type
Job
Category
Administration (e.g., Finance, IT, HR)
Job responsibilities

Primary Responsibilities:

Provide oversight, direction and apply expertise to Human Resources practice and policy at Oregon Food Bank with a specific focus with employee relations, retention and talent management. Provides support and guidance to HR generalists, management, and other staff when complex, specialized, and sensitive questions and issues arise; administer and execute tasks in delicate circumstances such as providing reasonable accommodations, investigating allegations of policy violations, and recommending resolution.

Manage and lead a team who administers the human resources activities for the organization including recruitment , selection,  employee relations, performance management and engagement. Provides support with administering compensation, job description updates and HR project management.

Administers and strengthens human resources systems, practices, policies to assure effectiveness, compliance, efficiencies, and organizational values alignment.

As a working manager, leads a recruiting team and reports on performance; tracks recruiting metrics and training managers and employees with the selection process.  Identifies and implements new sourcing strategies and social recruiting methods.

Develops training and advises managers on interview and selection processes for greater talent identification and hiring efficiencies to achieve organizational mission, vision and values.

Create process improvements with onboarding and offboarding activities utilizing a project manager approach with Asana for streamlined, consistent and effective processes.

Embed organizational equity initiatives in all human resources practices and systems; analyze and report results, and refine practices and systems as needed.

Coach and advise managers and employees regarding interpretation and application of HR policy, guidelines, and practices.

Assists team with compliance with federal, state, and payroll, wage, and hour laws and best practices. 

Supports Associate Directors for all high-level employee relations issues that arise. 

Manages recruitment, selection and onboarding/offboarding areas of work and collaborates with the HR team for compensation, benefits and HRIS  activities.

Organizational level responsibilities of exempt employees include:

To be an ambassador and a leader for OFB’s vision and mission, a cross-departmental collaborator, and an active contributor to building a movement to end hunger for good. Provides leadership and examples of professional communication and behaviors to OFB standards.  

In consultation and coordination with the supervisor, actively contribute to:

cross-departmental efforts

work culture activities and programming

advisory and consultative groups such as the compensation committee, affinity groups, Equity Ambassadors, Equity Think Tank meetings, among others

plan and engage in professional development activities that strengthen your capacity for your specific role as well as your capacity to contribute and advance organizational goals, OFB’s vision and mission.  

Assists with developing policy, practices, processes, and evaluations for the organization effectively translating HR practices into tangible resources for staff including but not limited to coaching documentation. 

Leads efforts to assess and improve team performance.

Identifying, assessing, and reporting on compliance standards and meaningful metrics as part of internal accountability structures. 

Other related duties as assigned.

Application qualifications

Skills and Experience:

Deep passion for eliminating hunger and its root causes through an equity and racial justice lens.

Minimum three years of demonstrated human resources experience with progressive responsibility. Additional education may be substituted for experience, and educational qualifications may be waived depending on work history.

Demonstrated ability to manage staff or volunteers in a team environment including managing work planning, cross-team collaboration, and professional development.

Honed skill in coaching, managing and motivating staff through an equity lens and the ability to foster team cohesiveness and effectiveness while effectively organizing and delegating work.

Creative, analytical, strategic, and detailed thinker with ability to remain and inspire calm while moving through stressful situations; ability to course correct as necessary.

Ability to, both independently and collaboratively, solve problems, manage multiple priorities, and move complex projects forward while paying attention to details and deliverables. 

Capacity to navigate and guide others with a great diversity of professional and personal maturity, communication, conflict and learning styles through complex processes. 

Aptitude for understanding organizational dynamics and vision, demonstrating the ability to lead others through ambiguity.

Excellent written and oral communication skills including effective presentation/training skills.

Demonstrated ability to handle sensitive information effectively and confidentially.

Interest and deep understanding of the implications of the intersection of social service delivery and economic justice and/or personal lived experience of inequity and systemic /oppression. 

Ability to apply HR knowledge, equity principles and power analysis to advise on organization activities and intuit when to seek legal counsel and advice as needed.

Proficiency in payroll, HRIS and applicant tracking systems. Experience with ADP is preferred. 

Organizational level skills and experience for exempt employees include:

Disposition and willingness to innovate, problem solve, test, fail and adjust.

Experience in modeling intercultural competence and demonstrated commitment to equity, inclusion and social justice.

Demonstrated ability to think strategically, take initiative, and to maintain confidentiality.

Project coordination and organization skills; ability to manage multiple projects with attention to detail; meet deadlines, ability to handle interruptions, and produce timely, accurate work.

Self – directed, meets benchmarks and checks assumptions about results and end goals. Ability to work independently and as part of a team; provides role clarity, shows willingness to support others to build momentum and share success, comfortable working in an office environment and offsite. 

Ability to thrive in a creative, responsive, and fast-paced culture. 

Preferred Qualifications:

Experience operationalizing equity and racial justice principles through the functions of human resources. 

Experience developing mission-driven staff; developing staff with expertise and best practices in human resources and equity work

HR credential preferred, such as PHR/SPHR, SHRM-CP or SCP, graduate level coursework in Human Resources or similar. 

Experience working for a food bank or non-profit. 

Experience with the requirements and functions of a Safety Committee.

Organizational level preferred qualifications of exempt employees include:

Multilingual skills at a minimum professional level of proficiency or greater in English and any additional language/s, defined as being able to speak the languages with sufficient structural accuracy and vocabulary to participate effectively in most formal and informal conversations on practical and professional topics.  

Multicultural skills of adaptation and integration are strongly preferred.  

Adaptation is defined as the capacity to communicate and interact with people of multiple cultures, backgrounds, and styles by incorporating and adapting to the world view and perspectives of others.

Integration is defined as being able to move in and out of one's worldview and help others understand different cultures, backgrounds, and styles to promote diversity and inclusion.

Commitment to continued professional development to strengthen capacity to work through an equity lens for equity and racial justice.

Strong capacity to consider multiple perspectives, to pivot to respond to emerging needs and lead through organizational changes.

Personal living/lived experience of hunger and/or systemic inequity/oppression.  

Benefits

Summary of Benefits can be found at the bottom of URL's page:
https://workforcenow.adp.com/mascsr/default/mdf/recruitment/recruitment…

Deadline
How to apply

https://workforcenow.adp.com/mascsr/default/mdf/recruitment/recruitment…

OR

Go to oregonfoodbank.org and select "careers" at bottom of the page

About the organization

Who We Are:

Oregon Food Bank (OFB) believes that no one should be hungry. Our mission is to eliminate hunger and its root causes.  We believe that food and health are basic human rights for all. We know that hunger is not just an individual experience; it is also a community-wide symptom of systemic barriers to employment, education, housing and health care such as systemic racism, sexism, and cissexism. That’s why we work systemically to achieve our mission to end hunger: we foster community connections to help people access nutritious food, and we build community power and strengthen networks of support and the safety net to eliminate the root causes of hunger for good.

We build community power to dismantle systems and policies that drive hunger and poverty.

Oregon Food Bank is an Equal Opportunity Employer, and we strongly encourage applications from candidates who can increase the diversity of our organization and strengthen our capacity to eliminate hunger. We believe strongly in the power of lived experience — and we actively seek individuals who have experienced hunger and its root causes to join our team. Our organization is stronger because of the leadership of people who have faced food insecurity in their own lives and/or hail from historically under-represented communities. Learn more about our commitment at oregonfoodbank.org/equity. 

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