Oregon Rural Healthcare Human Resources Leadership Opportunities

Rural Staffing Services • Oregon, OR

6d • Hybrid

About The Position

Oregon Rural Healthcare Human Resources Leadership Opportunities Help Us Build a Better Way for Rural Healthcare This application may connect you with the specific opportunity you were viewing, as well as other current or upcoming rural healthcare positions that align with your experience and goals. By joining the Rural Staffing Services Talent Network, you are helping us build a more thoughtful and connected approach to rural recruitment, one that allows experienced human resources leaders and Oregon healthcare organizations to find one another more quickly when the right need arises. Every application helps strengthen a growing network of people who are willing to bring their experience, leadership, resourcefulness, and heart to rural communities. Explore Rural Healthcare Opportunities at RSSJobs.org This application may connect you with the specific opportunity you were viewing, as well as other current or upcoming rural healthcare positions throughout Oregon that align with your experience and goals. Visit www.RSSJobs.org to explore additional rural healthcare opportunities and communities. Human Resources Leadership Opportunities Across Oregon Rural Staffing Services partners with rural hospitals, clinics, public hospital districts, regional health systems, community health centers, long-term care providers, and healthcare organizations throughout Oregon to identify experienced human resources leaders who understand the importance of supporting both employees and the communities they serve. We are currently connecting with professionals who may be interested in active and upcoming human resources, talent acquisition, workforce development, employee relations, people and culture, and HR operations leadership opportunities across Oregon. These opportunities may include leadership within: Critical Access Hospitals Rural and community hospitals Rural Health Clinics Federally Qualified Health Centers Public hospital districts Regional healthcare systems Long-term care and senior care organizations Integrated rural healthcare systems Multi-site and regional healthcare networks This Is More Than an HR Role In rural Oregon, human resources plays a central role in whether an organization can recruit, retain, develop, and support the people needed to care for its communities. Healthcare organizations may compete for talent across large geographic areas while also navigating limited housing, transportation challenges, workforce shortages, relocation needs, and hard-to-fill clinical and leadership positions. HR leaders often work across every department and help shape the employee experience from the first conversation through recruitment, relocation, onboarding, development, retention, and long-term engagement. The strongest rural HR leaders are approachable, thoughtful, fair, and trusted. They understand employment law, policy, compensation, benefits, and compliance, but they also understand people. They can support employees, advise leaders, navigate difficult situations, build trust, and help create a workplace where people feel respected, informed, and valued. In smaller or geographically dispersed organizations, HR leaders may have broad responsibility across recruitment, employee relations, benefits, compensation, leave administration, workforce housing, compliance, credentialing, workforce planning, and organizational culture. They may also support employees and leaders across multiple facilities or communities separated by significant distances. Opportunities May Include This application may connect you with current or upcoming roles such as: Human Resources Director Human Resources Manager Vice President of Human Resources Chief Human Resources Officer People and Culture Director Employee Relations Director or Manager Talent Acquisition Director or Manager Workforce Development Director Recruitment Director or Manager Benefits and Compensation Manager HR Business Partner Leader Organizational Development Leader Learning and Development Leader Payroll and HR Operations Leader Regional Human Resources Leader Workforce Housing or Relocation Program Leader Senior HR generalist or supervisory roles What You May Lead Responsibilities will vary by organization, community, and position and may include: Providing strategic and operational leadership for human resources Supporting recruitment, onboarding, retention, workforce planning, and succession planning Building recruitment strategies for hard-to-fill rural, clinical, technical, and executive positions Supporting relocation, workforce housing, transportation, and community integration when applicable Advising executives, managers, supervisors, and employees on workplace matters Strengthening employee engagement, communication, trust, and organizational culture Leading employee relations, investigations, corrective action, and conflict resolution Overseeing compensation, benefits, payroll coordination, leave administration, and HR operations Supporting performance management, coaching, leadership development, and succession planning Developing and maintaining policies, procedures, job descriptions, and employee handbooks Ensuring compliance with employment laws, regulations, organizational standards, and grant or contract requirements Supporting labor relations or collective bargaining when applicable Managing credentialing, background checks, licensing verification, onboarding, and workforce compliance processes Improving HR systems, reporting, data accuracy, workflows, and documentation Supporting employees and leaders across multiple facilities, clinics, or communities Developing local workforce pathways, internships, apprenticeships, training programs, and community partnerships Collaborating with schools, colleges, workforce agencies, public entities, and community partners Supporting organizational change, restructuring, growth, mergers, service expansion, or leadership transitions Helping leaders respond to workforce shortages, burnout, vacancies, and changing community needs Creating an environment where employees and leaders feel informed, supported, accountable, and heard What You Will Bring Qualifications will vary by opportunity, but organizations may seek: Progressive human resources leadership experience Experience as an HR Director, HR Manager, HR Business Partner, People and Culture leader, Talent Acquisition leader, or comparable professional Knowledge of employment law, employee relations, recruitment, benefits, compensation, leave administration, and HR compliance Experience advising executives, managers, supervisors, and department leaders Strong communication, discretion, judgment, relationship-building, and conflict-resolution skills Experience building or improving HR policies, systems, processes, and employee programs Experience supporting healthcare workforce challenges and hard-to-fill positions Experience with relocation, workforce housing, regional recruitment, or geographically dispersed teams may be valuable Experience leading through growth, restructuring, workforce shortages, leadership change, or organizational transition The ability to collaborate across executive, clinical, operational, and community teams Experience with rural hospitals, Critical Access Hospitals, FQHCs, public hospital districts, regional healthcare systems, long-term care providers, or community healthcare organizations A bachelor's degree in human resources, business, healthcare administration, organizational leadership, or a related field Relevant certification such as SHRM-CP, SHRM-SCP, PHR, SPHR, or another human resources credential may be preferred A collaborative, fair, practical, and relationship-focused leadership style The ability to relocate or travel regionally when required Specific education, certification, reporting, travel, and experience requirements will depend on the organization and position. Types of Opportunities Opportunities may include: Permanent human resources leadership positions Interim human resources leadership assignments Regional or multi-site HR leadership Hospital or clinic-based positions Public hospital district human resources leadership People and Culture leadership Talent acquisition or workforce development leadership Hybrid or partially remote opportunities Temporary-to-permanent opportunities HR stabilization or organizational-development assignments Short-term policy, compliance, recruitment, or workforce project support The schedule, compensation, relocation assistance, travel requirements, reporting structure, departmental scope, and employment arrangement will be explained before you decide whether to move forward with a specific opportunity. Why Rural Oregon? Oregon's healthcare organizations serve communities surrounded by forests, mountains, high desert, farmland, rivers, coastal areas, and long stretches of open road. Some communities are connected by major highways. Others are hours from larger medical centers, universities, and larger labor markets. These distances create workforce challenges unlike those found in many urban healthcare settings. Recruiting the right employee may require more than advertising a position. It may involve helping someone understand the community, coordinating travel, supporting relocation, locating housing, preparing a family for rural life, and ensuring the employee feels connected after arrival. Retention is equally important. Employees who feel supported, respected, included, and connected to the mission are more likely to build lasting careers and become part of the community. Strong human resources leadership can help stabilize teams, strengthen culture, improve communication, develop local talent, support leaders, and protect healthcare access for entire communities and regions. Leading human resources in rural Oregon offers the opportunity to see the direct impact of your work. You may help recruit a provider to a community that has waited months for care, develop a local employee into a future leader, strengthen retention, rebuild trust, improve the onboarding experience, or create workforce solutions that allow essential services to remain available. The work requires adaptability, creativity, sound judgment, and a genuine commitment to people. Join the Rural Staffing Services Talent Network By applying through this page, you are joining the confidential Rural Staffing Services Talent Network. You may be considered for current or upcoming human resources, talent, workforce, and employee relations leadership opportunities throughout Oregon that align with your experience, goals, preferred region, and availability. Please submit your resume and let us know: Which Oregon communities or regions you would consider Whether you are interested in rural, coastal, mountain, high desert, agricultural, or regional organizations Whether you are open to relocation or regional travel Whether you are interested in permanent, interim, hybrid, remote, or multiple types of opportunities Your experience with rural hospitals, Critical Access Hospitals, FQHCs, public hospital districts, regional systems, long-term care, or community healthcare organizations Which position or community you were viewing on RSSJobs.org Our team personally reviews each application. When we identify an opportunity that may be a strong match, we will contact you directly to share more about the organization, community, workforce needs, relocation considerations, and next steps. Your information will be handled professionally and confidentially. Discover More Rural Healthcare Opportunities Visit www.RSSJobs.org to explore additional rural healthcare positions, leadership opportunities, and communities throughout Oregon. Work Where It Matters. Built for Rural.

Requirements

• Progressive human resources leadership experience
• Experience as an HR Director, HR Manager, HR Business Partner, People and Culture leader, Talent Acquisition leader, or comparable professional
• Knowledge of employment law, employee relations, recruitment, benefits, compensation, leave administration, and HR compliance
• Experience advising executives, managers, supervisors, and department leaders
• Strong communication, discretion, judgment, relationship-building, and conflict-resolution skills
• Experience building or improving HR policies, systems, processes, and employee programs
• Experience supporting healthcare workforce challenges and hard-to-fill positions
• Experience with relocation, workforce housing, regional recruitment, or geographically dispersed teams may be valuable
• Experience leading through growth, restructuring, workforce shortages, leadership change, or organizational transition
• The ability to collaborate across executive, clinical, operational, and community teams
• Experience with rural hospitals, Critical Access Hospitals, FQHCs, public hospital districts, regional healthcare systems, long-term care providers, or community healthcare organizations
• A bachelor's degree in human resources, business, healthcare administration, organizational leadership, or a related field
• A collaborative, fair, practical, and relationship-focused leadership style
• The ability to relocate or travel regionally when required

Nice To Haves

• Relevant certification such as SHRM-CP, SHRM-SCP, PHR, SPHR, or another human resources credential may be preferred

Responsibilities

• Providing strategic and operational leadership for human resources
• Supporting recruitment, onboarding, retention, workforce planning, and succession planning
• Building recruitment strategies for hard-to-fill rural, clinical, technical, and executive positions
• Supporting relocation, workforce housing, transportation, and community integration when applicable
• Advising executives, managers, supervisors, and employees on workplace matters
• Strengthening employee engagement, communication, trust, and organizational culture
• Leading employee relations, investigations, corrective action, and conflict resolution
• Overseeing compensation, benefits, payroll coordination, leave administration, and HR operations
• Supporting performance management, coaching, leadership development, and succession planning
• Developing and maintaining policies, procedures, job descriptions, and employee handbooks
• Ensuring compliance with employment laws, regulations, organizational standards, and grant or contract requirements
• Supporting labor relations or collective bargaining when applicable
• Managing credentialing, background checks, licensing verification, onboarding, and workforce compliance processes
• Improving HR systems, reporting, data accuracy, workflows, and documentation
• Supporting employees and leaders across multiple facilities, clinics, or communities
• Developing local workforce pathways, internships, apprenticeships, training programs, and community partnerships
• Collaborating with schools, colleges, workforce agencies, public entities, and community partners
• Supporting organizational change, restructuring, growth, mergers, service expansion, or leadership transitions
• Helping leaders respond to workforce shortages, burnout, vacancies, and changing community needs
• Creating an environment where employees and leaders feel informed, supported, accountable, and heard

Benefits

• Relocation assistance

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level