Human Resources & People Development Manager

Jones & Roth PC•Eugene, OR

3d•Onsite

About The Position

At Jones & Roth, we believe our people are our greatest asset. We are committed to creating an environment where team members can build meaningful careers, grow professionally, and make a positive impact on our clients, communities, and one another. The Human Resources & People Development Manager serves as a strategic partner to firm leadership by leading human resources, employee development, performance management, and employee engagement initiatives that support our people-first culture and long-term success. This role collaborates closely with partners, directors, managers, the recruiting team, and employees to attract, develop, engage, and retain talented professionals. The Manager is responsible for HR administration and compliance, employee benefits, learning and development, performance management, employee engagement, and recruiting support while helping strengthen the firm's culture and employee experience. This is an opportunity to influence the employee experience across the firm, help develop future leaders, strengthen workplace culture, and contribute to the long-term success of our people and organization. The ideal candidate is a collaborative relationship-builder who enjoys developing people, coaching leaders, fostering employee growth, and creating learning opportunities that help individuals and teams thrive. While technology is leveraged to improve efficiency and effectiveness, we believe strong relationships, meaningful conversations, coaching, and personal connection remain central to employee growth and organizational success.

Requirements

Five or more years of progressive experience in Human Resources, Learning & Development, Organizational Development, Talent Management, or a related field.
Knowledge of employment law, HR compliance, employee relations, and benefits administration.
Experience developing and facilitating employee training and development programs.
Experience partnering with leaders on performance management, employee development, and engagement initiatives.
Strong communication, coaching, facilitation, and relationship-building skills.
Strong organizational, project management, and problem-solving abilities.
Ability to maintain confidentiality and exercise sound judgment in sensitive situations.
Proficiency with Microsoft Office applications and HR technology platforms.
Ability to work collaboratively across all levels of the organization.

Nice To Haves

Experience in public accounting, professional services, consulting, or another client-service environment.
Experience with leadership development, performance management, and employee coaching programs.
SHRM-CP, SHRM-SCP, PHR, SPHR, CPTD, or related professional certification.
Experience utilizing HRIS and learning management systems.

Responsibilities

Lead day-to-day human resources functions throughout the employee lifecycle.
Ensure compliance with federal, state, and local employment laws and regulations.
Maintain HR policies, procedures, employee handbook content, and related programs.
Provide guidance to firm leaders on HR matters, employee relations, and best practices.
Maintain employee records and HR systems while ensuring confidentiality and data integrity.
Administer employee benefit programs, including medical, dental, vision, retirement, disability, wellness, and leave programs.
Serve as a resource for employee benefits questions and support.
Coordinate annual open enrollment and employee communications.
Partner with brokers, vendors, and leadership to evaluate and enhance benefit offerings.
Partner with firm leaders to identify individual, team, and organizational learning and development needs.
Develop, coordinate, and facilitate non-technical training programs focused on communication, leadership, critical thinking, coaching, client service, relationship building, time management, and other professional skills.
Partner with leadership to identify development needs, performance trends, and growth opportunities and create learning initiatives that strengthen communication, leadership, collaboration, accountability, and client service across the firm.
Support mentoring, coaching, leadership development, and succession planning initiatives.
Manage the firm's semi-annual performance management process and support ongoing employee feedback throughout the year.
Collaborate with leaders to identify performance concerns and development opportunities.
Assist in creating and monitoring performance improvement plans and individual development plans.
Help establish measurable goals, accountability expectations, and developmental objectives.
Promote consistent and effective performance management practices across the firm.
Support recruiting and selection efforts for experienced CPA, professional, and administrative positions.
Collaborate with the recruiting team and firm leaders to support workforce planning efforts.
Participate in interviews, candidate evaluations, and hiring discussions as appropriate.
Support campus recruiting initiatives and intern programs as needed.
Coordinate onboarding and integration activities to support successful transitions for new team members.
Utilize HRIS, learning management systems, and related technologies to support HR operations and employee development.
Track and report on HR, engagement, retention, and learning metrics.
Identify opportunities to improve processes, efficiency, and the employee experience through technology.
Foster a culture of continuous learning, accountability, collaboration, and professional growth.
Build trusted relationships across all levels of the firm.
Gather employee feedback and collaborate with leadership to enhance the employee experience.
Support employee engagement, wellness, recognition, and culture-building initiatives.
Serve as a champion of the firm's values and people-first philosophy.