Senior HR Business Partner (Human Resource Analyst 3)

State of Oregon•Salem, OR

22h•$6,507 - $9,604•Hybrid

About The Position

We are seeking an intuitive and dynamic HR professional to join the Oregon Department of Justice (DOJ) Human Resources team as a Senior Human Resources Business Partner (Human Resource Analyst 3). You will find that the staff working in the Human Resources Office of the Administrative Services Division are faithful to the core mission to provide central support services for all of the DOJ. As a Human Resources Business Partner (HRBP), you will play a key role in the Department’s Talent Management strategy by providing expert advice and counsel on employee and labor relations issues, effective performance management, interpretation and application of collective bargaining agreements, state and department policies, employment and labor laws, and effective management practices to assigned divisions. As a trusted advisor, HRBPs collaborate with management, union leadership, and employees to navigate and resolve complex employee relations issues, are leaders with the HR Team, and significantly contribute to division and department-wide Human Resources initiatives. If you are dedicated and passionate about working with people, possess excellent communication and leadership skills, and enjoy problem solving, this position is for you! This opportunity is a hybrid position of remote and in-office work. The office location is the Justice Building in Salem. Occasional travel to office locations throughout Oregon may be required. Note: Training may require additional days in office. The Human Resources Section and the Administrative Services Division are on an exciting journey to strengthen our team and the services we provide to the agency. We are streamlining and enhancing our processes using lean practices with the goal of increasing efficiency, consistency, and collaboration across our departments. This is a chance to be a part of a forward-thinking team that values innovation and teamwork. Together, we are building a stronger foundation that supports both our mission and the well-being of Oregon DOJ employees. The Mission of the Oregon Department of Justice is to serve state government and to support safe and healthy communities throughout Oregon by providing essential justice services. As a member of the Human Resources Section, you'll close each day with a sense of purpose inherent to public service. You will find that we embrace an inclusive and supportive work environment and respect the diverse perspectives, knowledge, and experiences of our colleagues and those seeking to join the organization. We strive to build an inclusive, mission-driven, and performance-oriented workplace where all individuals are welcomed and appreciated, leading to increasingly higher levels of fulfillment and success. Apply today! State Management Service personnel are responsible for understanding the Department of Justice’s affirmative action goals and objectives and to develop and implement plans to meet them. In addition, all managers of the Department must recognize the value of individual and cultural differences, create work environments where individuals’ differences are valued, and consistently treat staff, colleagues, customers, stakeholders, and partners with dignity and respect.

Requirements

A Bachelor's degree in Human Resource Management, Organizational Behavior or Development, Business or Public Administration, the Applied Behavioral Sciences, Industrial Relations or a job-related course of study determined by the appointing authority; AND three years of Human Resource professional-level experience related to the position.
OR Valid certification as a Professional in Human Resource awarded by the Human Resource Certification Institute AND four years Human Resource professional-level experience related to the position.
OR Six years Human Resource experience related to the position. Four of the six years must have been at the professional-level.
A master's degree in any of the above listed courses of study may substitute for one year of professional-level experience.
The State Certified Human Resources Professional (SCHRP) certification, awarded by the Oregon Chief Human Resources Office, substitutes for six months of human resource professional-level experience.
Valid Certification as a SHRM or HRCI Certified Professional awarded by a nationally recognized organization, substitutes for one year of human resource professional-level experience.
Must pass reference and background checks.
Must be LEDS certified or able to obtain certification within the first 6 months.
Must have or be able to obtain a valid driver’s license at the time of appointment and be willing to drive short and long distances.
Must agree to comply with specific security and confidentiality requirements of the department and its business units.
Experience providing HR consultation and technical assistance including interpreting collective bargaining agreements, policies, and procedures.
Experience conducting workplace investigations regarding employment matters, discrimination and harassment complaints.
Experience coaching and consulting involving human resource topics such as discipline, employee development, and resolving conflicts.
Experience and commitment to Diversity, Equity, and Inclusion and to participate in professional and personal development opportunities to engage in on going education of cultural awareness.

Nice To Haves

Demonstrated experience performing employee and labor relations functions, at a senior level, in a union environment; preferably for a State of Oregon agency.
Demonstrated experience drafting high quality reports of investigation and disciplinary documents.
Demonstrated experience facilitating grievance processes.
Experience making recommendations based on analysis and interpretation of facts, laws, policies, procedures, etc.
Established leadership and proven relationship building skills.
LEDS (Law Enforcement Data System) certification is a plus.

Responsibilities

Advise supervisors on how to develop and communicate performance expectations, the appropriate course of action when employees fail to meet performance expectations, and recommend appropriate disciplinary measures.
Conduct investigatory meetings that may lead to discipline.
Develop, or assists in developing, formal disciplinary actions for signature.
Establish productive working relationships with union leadership and stewards.
Mediate with supervisors, union representatives, and employees to resolve or respond to grievances.
Investigate alleged misconduct, complaints, and grievances.
Interview witnesses, prepare report of findings, and recommend appropriate action.
Develop and provide training to managers and employees in all aspects of human resource management and labor relations, contract administration, discrimination and harassment, personnel policies and procedures, laws and rules, and personnel practices.
Understand the agency's affirmative action goals and objectives and developing and implementing plans to meet them.
Recognize the value of individual and cultural differences.
Create a work environment in which individual differences are valued.
Consistently treat colleagues, constituents, and stakeholders/partners with dignity and respect.
Address issues specific to diverse communities.
Provide leadership and ensuring staff training in cultural competence, and issues related to implicit bias, diversity, inclusion and equity.
Provide advice, coordinate and/or assists in projects in other areas of Human Resources, including recruitment, classification, FMLA/OFLA, Worker's Compensation, ADA/injured worker, and policy development.
Build and maintain a growing and effective network with personnel in each of your assigned divisions.