Director of HR & People Operations

Morrison Child and Family Services•Portland, OR

4d•$117,000 - $130,300•Onsite

About The Position

Morrison Child and Family Services is a Joint Commission and Sanctuary accredited non-profit organization that provides a comprehensive array of services to children, adolescents, and their families. As an agency, Morrison, its team members, and clients commit to the following values of trauma-informed care: Nonviolence, Emotional Intelligence, Social Learning, Democracy, Open Communication, Social Responsibility, Growth and Change. We are seeking a Director of HR & People Operations to join our team. This position plays a critical role in delivering reliable, compliant, and responsive HR operations that support workforce stability, strengthen employee relations, and enable high-quality program services. The role combines practical HR leadership with strong operational discipline and a clear focus on service accountability. Reporting to the Chief Administrative Officer, this role leads core HR functions and ensures consistent, compliant, and service-oriented HR delivery across the organization. The Director partners closely with leadership to align HR strategy and operations with Morrison’s mission and program needs.

Requirements

Bachelor’s degree in HR, Business Administration, Social Work, Public Administration, or related field
10+ years of progressively responsible Human Resources experience, including experience leading HR functions, teams, and organizational initiatives.
Experience supporting frontline leaders in complex, high-accountability environments (e.g., healthcare, behavioral health, social services)
Strong background in employee relations, compliance, and leadership coaching

Nice To Haves

Experience in nonprofit or human services organizations
HR certification (SPHR, PHR, SHRM-SCP, or SHRM-CP)

Responsibilities

Oversee core HR functions including employee relations, compliance, policies, leaves, compensation, benefits, and HR systems
Ensure accurate, timely, and compliant HR processes across the employee lifecycle
Maintain strong internal controls for personnel records, audits, and documentation
Lead, coach, and develop HR staff
Establish clear roles, workflows, and service expectations
Foster a culture of accountability, responsiveness, and collaboration
Manage complex employee relations matters, including investigations and conflict resolution
Serve as a trusted advisor to leaders, offering practical and compliant guidance
Partner with external HR consultants to ensure aligned and effective support
Partner with leadership on workforce planning and staffing strategies
Oversee recruiting and onboarding to support timely hiring
Use workforce data to identify trends and inform retention strategies
Evaluate and improve HR processes for efficiency and effectiveness
Strengthen HRIS utilization and reporting capabilities
Support cross-functional process improvements aligned with organizational goals.
Is aware of Morrison Compliance Program including Compliance Officer, Compliance Standards of Conduct, and Employee Compliance Hotline. Understands Compliance Standards of Conduct and signs attestation document. Completes all assigned compliance, HIPAA, client privacy, and fraud, waste, and abuse training. Knows how to report any client privacy or fraud, waste, or abuse concerns.
Participates in Morrison Compliance Program and actively promotes compliance within the organization. Is aware of Compliance Officer, Compliance Committee, Compliance Standards of Conduct, Compliance Hotline, and HIPAA and other relevant client privacy policies and procedures.
Assures that compliance training requirements are met and that any concerns about billing, invoicing, fraud, waste and abuse, improper business practices, or privacy are reported in a timely manner.
Implements compliance monitoring activities and corrective actions in collaboration with the VP of Quality & Compliance or Q&C staff
Demonstrate a commitment to developing a thorough knowledge and application of the Sanctuary model and other organizational policies & practices.
Participate in staff development, in-services, and training related to workplace effectiveness; model professional behaviors and implement improvements to business practices with awareness of their impact in a trauma-informed behavioral healthcare organization.