Client Agency HR Manager; HR Consultant

Take the next step in your HR career!

Do you thrive on navigating HR challenges and helping leaders build engaged, equitable workplaces? If you're looking for a role that expands your scope and strengthens your expertise—this opportunity is for you.

As a Client Agency HR Manager, you’ll serve as the HR partner for multiple agencies, boards, commissions, and DAS divisions. You’ll provide expert consultation across HR laws, rules, and policies- helping leaders navigate daily personnel matters and longterm workforce strategy.

• Consult at a strategic level—advising managers and executives on labor relations, workforce strategy, investigations, performance management, and HR policy application.
• Deepen expertise in statewide HR systems, collective bargaining agreements, and employment law—core skills for continuous career growth.
• Build a diverse HR portfolio by supporting multiple agencies with varied missions, challenges, and operational needs.
  Join a supportive, highly knowledgeable HR team that values collaboration, innovation, and professional excellence.

• Provide highlevel HR consultation on personnel rules, labor agreements, and employment law, partnering closely with managers to make well supported, consistent decisions.
• Lead and coordinate investigations involving misconduct, discrimination, and harassment, and other workforce issues. Represent the agency in BOLI/EEOC matters, grievances, and arbitration.
• Guide managers through disciplinary processes, prepare formal actions, and help resolve complex employee relations issues.
• Collaborate across agencies to develop HR systems, policies, procedures, and workforce strategies that improve operational consistency.
• Participate in statewide HR initiatives, policy reviews, and special projects, providing research, analysis, and recommendations on issues with broad impact.

A bachelor's Degree in Human Resources Management, Business or Public Administration, Behavioral Sciences or Organizational Development/Behavior; and four years of professional level human resources experience performing duties such as employee relations, investigations, labor relations, policy interpretation, and advising managers on complex HR matters;

OR

Seven years professional-level human resources experience performing duties such as employee relations, investigations, labor relations, policy interpretation, and advising managers on complex HR matters.

Equivalency Notes:

• A master's degree in any of the above-listed courses of study may substitute for one year of professional-level experience.
  The State Certified Human Resources Professional (SCHRP) certification, awarded by the Oregon Chief Human Resources Office, substitutes for six months of professional-level experience.
• Valid Certification as a SHRM Certified Professional awarded by a nationally recognized organization, substitutes for one year of professional-level experience.
• Valid certification as a PSHRA-SCP from the Public Sector HR Association substitutes for one year of professional-level experience.

If you bring these skills and experience, be sure to show us—this is how we evaluate candidates for next steps!

• Strategic HR Consultation – Experience advising managers and leaders on performance management, policy interpretation, labor relations, or workforce issues, with examples of providing clear, actionable guidance.
• Employee & Labor Relations Expertise – Demonstrated experience applying employment laws, collective bargaining agreements, and HR policies when addressing employee relations concerns or resolving workplace issues.
• Investigation Skills – Experience conducting workplace investigations…