Title: Human Resources Manager
Department: Office of Administration
Reports to: Vice President, Operations
Location Base: Portland Office
Position Type: Hybrid
Status: Salary, Exempt
Salary Range: $88,980 - $124,613
Position Purpose
The HR Manager is Travel Oregon’s senior internal HR expert and a hands-on individual contributor responsible for developing, administering, and improving HR programs, policies, compliance practices, and services. The role advises employees and leaders and coordinates with administrative partners, counsel, and specialists. Executives and managers retain responsibility for day-to-day people leadership, team performance, culture, and employee experience. This role overview is intended to provide a general overview of the role and its primary responsibilities and is not exhaustive. Duties, priorities, and expectations may evolve based on organizational needs.
Essential Functions / Major Duties
HR Policy, Compliance + Risk Management
Develop, maintain, interpret, and consistently administer employment policies and HR procedures.
Monitor and ensure agency employment practices comply with applicable federal, state, and local employment laws and requirements; identify employment-related risk and advise on appropriate remedies and employee communications.
Coordinate with employment counsel, investigators, consultants, and other outside specialists when legal, investigative, compensation, recruitment, or specialized expertise is required.
Maintain an HR compliance calendar and conduct periodic process reviews; identify gaps, recommend corrective action, and track completion.
Establish personnel, medical, accommodation, and investigation record safeguards, including appropriate separation, access controls, retention, and preservation. Coordinate public-records requests and legal holds with the designated records officer and counsel.
Employee Relations + Elevated HR Support
Serve as a trusted HR resource for employees and leaders; protect sensitive information and explain confidentiality limits, including necessary investigation, legal disclosure, and escalation obligations.
Advise managers and executive leaders on complex, sensitive, or elevated employee-relations matters while preserving manager ownership of the employee relationship.
Manage intake, triage, timely response, documentation, and follow-up for workplace complaints, including alleged discrimination, harassment, retaliation, and other misconduct. Conduct fact-finding within expertise and authorization or coordinate an impartial investigator.
Recommend appropriate interim safeguards, corrective actions, and follow-up measures; coordinate with authorized decision makers and monitor for retaliation.
Maintain direct HR reporting and alternate escalation pathways for sensitive employee concerns, including concerns involving HR, the reporting supervisor, or executive leadership, consistent with agency policy and governance arrangements.
Recruitment + Employment Practices
Maintain recruitment policies, templates, vendor relationships, and standards for equitable, consistent, and legally compliant recruitment.
Advise hiring leaders on recruitment strategy, process, classification, candidate assessment, documentation, and offers.
Establish consistent selection criteria, structured interview guidance, candidate accommodations, screening and reference-check practices, and documented offer approvals. Administer legally required hiring preferences where applicable.
Administer and own the processes for hiring, onboarding, and separation, including work-authorization documentation and required notices; align handoffs with managers, payroll, benefits, and IT. Hiring managers remain responsible for successfully integrating new employees into their teams.
Leave, Accommodation + Benefits Guidance
Respond to employee and manager questions regarding benefits and employment programs.
Coordinate with benefits providers and appropriate administrative…