Human Resources Generalist - AD295

Native American Rehabilitation Assoc. of the NW•Portland, OR

11h•Onsite

About The Position

The Human Resources Generalist is an experienced, well-rounded HR professional whose primary responsibility is employee relations. The position responds to workplace concerns, conducts and documents fact-finding and investigations, coaches managers, and supports fair and consistent application of organizational policies and employment practices. The Generalist also needs a practical working understanding of the full range of HR functions and must know when to coordinate with an appropriate HR specialist or leader. Work is performed with discretion, sound judgment, and respect for NARA NW’s mission and the communities it serves. The role serves as a resource for employees and managers on workplace concerns, performance issues, policy questions, and appropriate next steps. It manages assigned employee relations matters from intake through resolution, including assessment, interviews, evidence review, case notes, written summaries, follow-up, and secure recordkeeping. The Generalist conducts objective investigations, coaches supervisors, supports conflict resolution and personnel actions, and identifies recurring concerns and opportunities to improve management practices, training, and HR processes. The position also provides general guidance across the employee lifecycle, supports implementation and communication of HR policies and procedures, maintains accurate and confidential records, and partners with HR colleagues and department leaders on training, initiatives, process improvements, and resolution of HR questions.

Requirements

At least five years of professional human resources experience, including meaningful, direct responsibility for employee relations matters.
Demonstrated experience conducting workplace investigations, interviewing involved parties, objectively assessing information, and preparing clear, accurate documentation and findings.
Broad working knowledge of core HR functions, including recruitment, onboarding, performance management, compensation, benefits, leave and accommodations, HR systems, and employee separations.
Working knowledge of applicable federal and Oregon employment laws, including anti-discrimination and retaliation protections, wage and hour requirements, FMLA, OFLA, Paid Leave Oregon, and ADA obligations.
Strong judgment, written and verbal communication, conflict-resolution skills, and attention to detail.
Ability to manage sensitive issues with confidentiality and impartiality.
Ability to work independently, prioritize a varied caseload, follow through on commitments, and collaborate with managers and HR colleagues.
Proficiency with Microsoft Office and experience using an HR information system (HRIS).
Must pass a pre-employment or for-cause drug test.
Must pass criminal background and DMV checks.

Nice To Haves

Bachelor’s degree in human resources, business administration, or a related field.
PHR, SPHR, SHRM-CP, or SHRM-SCP certification.
Experience in a healthcare, nonprofit, or Native American/Alaska Native-serving organization.
Experience using culturally responsive and trauma-informed communication in sensitive workplace situations.
Experience working with Native American/Alaska Native communities.

Responsibilities

Serve as a resource for employees and managers on workplace concerns, performance issues, policy questions, and appropriate next steps.
Manage assigned employee relations matters from intake through resolution, including assessment, interviews, evidence review, case notes, written summaries, follow-up, and secure recordkeeping.
Conduct fair, objective workplace investigations involving alleged misconduct, policy violations, harassment, discrimination, retaliation, and other employee concerns; escalate complex or high-risk matters.
Coach supervisors on employee communication, performance expectations, documentation, corrective action, performance improvement plans, and consistent treatment of employees.
Support conflict resolution, employee meetings, and personnel actions, including disciplinary and separation processes, in consultation with HR leadership.
Identify recurring employee relations concerns and recommend practical improvements to management practices, training, and HR processes.
Provide general guidance across recruitment, onboarding, employee development, performance management, compensation, benefits, leave and accommodation processes, and offboarding.
Recognize when HR matters require referral to the team member responsible for leave, benefits, payroll, recruitment, or another specialty.
Help implement and communicate HR policies and procedures and maintain accurate, timely, confidential employee records and case documentation in approved systems.
Partner with HR colleagues and department leaders on employee training, HR initiatives, process improvements, and timely resolution of HR questions.
Review employee relations trends and relevant HR information to help identify risks, improve consistency, and support a respectful workplace.

Benefits

15 paid holidays, including the employee’s birthday.
Affordable medical, dental, and vision insurance through Kaiser Permanente; employees working 20 or more hours are eligible.
13 paid days of sick time.
13 paid days of PTO, with vacation accruals increasing with years of service to a maximum of 26 days.
$50,000 life insurance and AD&D.
Short-term and long-term disability.
Flexible Spending Account.
Health Spending Account.
401(k) with 4% match.
Employee Assistance Program.
Inclement weather days (snow days).
Public Student Loan Forgiveness eligibility.