Senior Recruitment Advisor

State of Oregon•Salem, OR

2d•$6,507 - $9,604•Hybrid

About The Position

The Oregon Department of Transportation is hiring a Human Resource Analyst 3 – Senior Recruitment Advisor for its Support Services Division, Talent Acquisition & Compliance team. Based in Salem with hybrid work options, this position leads the day-to-day operations of the department’s recruiting strategy, communication plans, and recruitment-related policies and processes. The advisor provides professional recruitment advice to agency staff and managers, job seekers, and the public, interpreting and applying state and federal guidelines, statutes, administrative rules, policies, and collective bargaining agreements. The role oversees agency recruitment, supports managers and the recruitment team, develops strategies for a range of position types, and ensures consistent, compliant hiring practices. It also oversees recruitment resources and mandatory priority lists, responds to questions and review requests, coordinates public records requests, and represents the agency at job fairs and community outreach events. The work is primarily in a typical office environment and may involve travel for meetings, workshops, training, or community events. Occasional in-person work is required for hybrid arrangements. The position is part of the state’s management team. The agency may use this recruitment to fill multiple or future vacancies. No visa sponsorship is offered.

Requirements

Six years of human resource experience related to the position, including four years at the professional level; or a valid Professional in Human Resources certification from the Human Resource Certification Institute and four years of related HR professional-level experience; or a relevant bachelor’s degree and three years of related HR professional-level experience.
A master’s degree in one of the listed relevant fields may substitute for one year of professional-level experience.
State Certified Human Resources Professional (SCHRP) certification may substitute for six months of HR professional-level experience.
SHRM Certified Professional certification from a nationally recognized organization may substitute for one year of HR professional-level experience.
PSHRA-CP certification from the Public Sector HR Association may substitute for one year of professional-level HR experience.

Nice To Haves

Experience recruiting in a union environment.
Experience administering, analyzing, interpreting, and applying rules, laws, policies, or procedures related to HR functions.
Strong problem-solving, critical-thinking, and informed decision-making skills, with the ability to provide clear, consistent guidance and build trust-based working relationships.
Experience reviewing employee and customer concerns with compassion and objectivity.
Experience leading a team.

Responsibilities

Oversee the agency recruitment process, lead the recruitment team, and support managers in maintaining consistency and compliance.
Plan agency-wide recruitment strategies for professional, technical, administrative, maintenance, and difficult-to-fill positions.
Advise and counsel managers on recruiting talent and recommend actions based on applicable laws, rules, policies, union contracts, and guidelines.
Respond to inquiries from employees, applicants, and the public about recruitment and selection.
Reply to review requests concerning unaccepted applications, veterans’ or Oregon National Guard Servicemember preference challenges, Malheur County preference, TORT claims, and public records requests.
Coordinate public records requests by compiling and reviewing documents, following agency procedures, and responding within established timeframes.
Interpret and apply state and federal laws, ODOT policies, union contracts, hiring practices, and procedures to support compliance with EEO, Affirmative Action, and ADA laws.
Oversee development and revision of recruitment policies, procedures, handbooks, toolkits, and other recruitment and retention resources.
Oversee mandatory priority lists and coordinate with other agencies as needed to ensure compliance.
Explain and enforce current legislation, statutes, rules, and policies to internal and external partners.
Keep current on industry standards, best practices, recruiting tools, and resources, and identify opportunities to improve recruitment strategies or address issues.
Represent the agency at job fairs and employment-focused community outreach programs.