Human Resources Manager

The primary objective of the Human Resources Manager is to manage and implement effective Human Resources strategies, about Hiring, Training, Retention Initiatives, Performance Management, Compliance, and Benefits Administration for all entities under Obie Companies.

The Human Resources Manager must have a thorough understanding of human resources principles and practices, including employment laws and regulations. This includes self-directed maintenance on knowledge of current laws, events, industry trends and economic factors that may impact the Company or personnel.

When developing Company-wide compliance or policy updates, the Human Resources Manager will work closely with the senior leadership of Obie Companies.

The Human Resources Manager will oversee other HR personnel, and be responsible for their hiring, training, and performance management.

• Health, Dental, Prescription, Vision, Long Term Disability, and Life Insurance
• 401(k) + Employer Match (dollar for dollar, up to 6%)
• Paid Vacation
• Paid Sick Time
• Paid Holidays
• Unique longevity awards - including a paid trip to Hawaii and anywhere in the world!

Full-Time, Exempt.

In office, 296

E. 5th Avenue, Eugene, Oregon

• Collaborate with Obie Companies Senior Executives, to include the CEO, COO, Vice Presidents, and others to effectively administer Human Resources support throughout Obie Companies entities. All policy changes and updates will require Senior Executive approval prior to implementation.
• Oversee and manage the central Human Resources department to support entities under the Obie Companies umbrella, currently including: 5th Street Public Market, Inn at the 5th, Inn at 500 Capitol, and the Gordon Hotel.

Human Resources services include:

Responsibilities will include (but not be limited to):

• Research and identify new channels to advertise open positions on behalf of all companies under the Obie Companies umbrella.
• Attend career fairs and other hiring forums on behalf of Obie Companies and subsidiaries.
• Analyze job posting performances and adapt strategy to attract talent.
• Formulate job posting templates to be utilized by hiring managers.
• Ensure compliance in job postings.
• Review recruitment processes and adapt strategy to improve the process.

Responsibilities will include (but not be limited to):

• Job Description creation for new positions.
• Identify training needs and opportunities.
• Design and implement training programs.
• Facilitate professional development opportunities for employees, based on Executive Committee direction.

Responsibilities will include (but not be limited to):

• Monitor performance reviews company-wide to ensure they are completed on a timely basis.
• Provide trainings to new or developing managers on performance review best practices and policies.
• Revise performance management tools as needed, per Executive Committee’s instruction.

Responsibilities will include (but not be limited to):

• Manage employee grievances, conflicts, and disciplinary actions, and foster a positive working environment.

Responsibilities will include (but not be limited to):

• Assist the Executive Committee in communicating and implementing new HR policies that align with organizational goals.
• Participate in strategic planning initiatives.
• Consult Managers on navigating complex employee issues.
• Inform Executive Committee and Managers on federal and state employment law regulations. Recommend steps ahead of federal/state regulation changes.

Responsibilities will include (but not be limited to):

• Assist Managers as needed to implement Workplace Health and Safety initiatives.
• Provide recommendations on external sources for OSHA and other safety trainings to stay compliant, and minimize workman injury risk.

Responsibilities will include (but not be limited to):

• Implement initiatives to enhance employee engagement, satisfaction, and retention, such as employee recognition…