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Human Resources
Human Resources Manager
Troutdale, OR
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The Regional Human Resources Business Partner (HRBP) serves as a strategic and operational HR partner to regional leaders, managers, and employees across both unionized and non-unionized environments . The HRBP provides trusted advice and guidance across the full employee lifecycle, including workforce planning, employee and labour relations, performance management, talent development, recruitment, organizational change, and HR policy and compliance. Working closely with operational leadership, the HRBP translates business priorities into practical people strategies that support employee engagement, operational effectiveness, retention, productivity, and organizational growth. The successful candidate will have strong experience working in a complex, multi-site environment and will be comfortable navigating both collective agreement requirements and non-union employment practices .
KEY RESPONSIBILITIES 1.
Strategic HR Business Partnership Partner with leaders to understand business objectives, workforce requirements, and organizational challenges. Develop and implement HR strategies that align with regional and corporate business priorities. Provide proactive HR advice and solutions to leaders on people, organizational, and workforce matters. Support workforce planning, organizational design, succession planning, and talent management initiatives. Identify workforce trends and recommend strategies to improve retention, engagement, productivity, and organizational effectiveness. Provide HR metrics and insights to leadership to support informed business decisions. Act as a trusted advisor and coach to leaders at all levels. 2. Employee & Labour Relations Provide guidance and support on employee relations matters in both unionized and non-unionized environments. Interpret and administer collective agreements, company policies, employment legislation, and established HR practices. Manage and support grievance and dispute resolution processes in partnership with operational leaders and union representatives. Participate in collective bargaining and labour relations activities as required. Maintain effective and professional relationships with union representatives and bargaining units. Support investigations involving workplace conduct, attendance, performance, harassment, discrimination, and other employee concerns. Conduct or support workplace investigations and make appropriate recommendations based on findings. Coach leaders on progressive discipline, corrective action, attendance management, and performance improvement. Ensure HR decisions are consistent, fair, documented, and aligned with applicable legislation and collective agreements. 3. Performance Management Coach leaders on effective performance management practices. Support the implementation of performance review and goal-setting processes. Assist leaders with performance improvement plans and performance-related documentation. Identify performance trends and recommend appropriate interventions. Promote accountability and consistent performance management practices across the region. 4. Talent Acquisition & Workforce Planning Partner with leaders to identify current and future workforce requirements. Support recruitment strategies for operational, professional, and leadership positions. Participate in interviews and selection processes for key roles. Support effective onboarding and integration of new employees. Monitor staffing levels, turnover, vacancies, and workforce trends. Develop retention strategies for critical and hard-to-fill positions. 5. Employee Engagement & Retention Partner with leaders to strengthen employee engagement and organizational culture. Support employee recognition, engagement, and retention initiatives. Analyze turnover and employee feedback to identify trends and opportunities for improvement. Develop action plans with leaders to address engagement and retention challenges. Promote a positive, respectful, inclusive, and high-performing workplace culture. 6. Organizational Development & Talent Management Support leadership development, succession planning, and talent review processes. Identify capability and development gaps and recommend appropriate learning solutions. Coach leaders on effective leadership, communication, conflict resolution, and employee development. Support organizational change initiatives and help leaders effectively communicate and implement change. Contribute to the development and implementation of HR programs and initiatives across the region. 7. HR Policies, Compliance & Risk Management Ensure HR practices are compliant with applicable employment standards, human rights, occupational health and safety, privacy, and other employment legislation. Ensure HR policies and practices are consistently applied across the region while recognizing collective agreement requirements. Maintain accurate and confidential employee documentation. Identify HR-related risks and recommend appropriate mitigation strategies. Support audits, investigations, and regulatory requirements as required. 8. HR Reporting & Analytics Monitor and report on key regional HR metrics. Provide leadership with actionable insights and recommendations based on HR data. Identify trends and emerging workforce risks and proactively communicate them to leadership. 9. HR Programs & Projects Lead or participate in regional and corporate HR initiatives and projects. Support the implementation of HR systems, programs, policies, and processes. Partner with other HR team members to ensure consistency in HR practices across locations. Contribute to continuous improvement of HR processes and employee experience. Support special projects and other duties as assigned.
QUALIFICATIONS
Education Bachelor's degree in Human Resources, Business Administration, Industrial Relations, or a related discipline. Professional HR certifications (e.g., PHR, SPHR, SHRM-CP, SHRM-SCP), is an asset Experience 5+ years of progressive Human Resources experience, preferably in a business partner or HR generalist role. Demonstrated experience supporting both unionized and non-unionized employees . Employee and labour relations experience. Experience interpreting collective agreements and working with union representatives. Experience coaching and advising leaders on complex HR matters. Experience conducting workplace investigations. Experience supporting performance management and progressive discipline. Experience working in a multi-site or regional organization is strongly preferred. Experience in construction, transportation, manufacturing, traffic safety, field services, or another operational environment is an asset.
Pay:
$90,000.00 - $105,000.00 per year
Benefits:
Dental insurance Health insurance Professional development assistance Tuition reimbursement Vision insurance People with a criminal record are encouraged to apply
