Human Resource Manager 2 Limited Duration

Initial Posting Date:

06/12/2024

Application Deadline:

06/20/2024

Agency:

Public Employees Retirement System

Salary Range:

$6,901 - $10,674

Position Type:

Employee

Position Title:

Human Resource Manager 2 Limited Duration

Job Description:

If you enjoy a fast-paced environment and are a Human Resource professional with management and leadership experience apply today! 

This is an excellent opportunity to be a strategic contributor who knows the importance of understanding statutes, policies, and risk awareness when making decisions.  Knowledge of employee development and experience in methods of oversight and monitoring performance is preferred.

The Public Employees Retirement System is recruiting for a Human Resource Manager.

• This is a full-time, limited duration position for a short-term transition period and is expected to become permanent on or after 10/1/2024. 
• This position is based at our headquarters office in Tigard, Oregon, however, the successful candidate will be eligible for a remote work schedule and may be required to go to the office occasionally based on business need.
• This recruitment will be used to establish a list of qualified applicants to fill the current vacancy and may be used to fill future vacancies as they occur.
• This is a management services position and is not represented by a union.

We serve the people of Oregon by administering public employee benefit trusts to pay the right person, the right benefit, at the right time.

What you will be doing:

The Human Resources Manager is responsible for directing HR personnel and administering HR services to include but not limited to health, wellness, and safety, compensation, classification, investigations, employee relations, recruitment, OFLA/FMLA/ADA, employment policies, agency training, new employee orientation, succession planning and diversity, equity, inclusion, and accessibility. This position collaborates with and supports the enterprise to carry out duties in accordance with established guidelines, state and federal statutes, and state and agency policies. Work programs are defined through the Department of Administrative Services (DAS) and the Chief Human Resource Office (CHRO). It is the responsibility of the Human Resource section to inform agency leadership and staff of state and federal changes that may impact their duties, inform staff of benefits, and/or provide updates to their employment. This position works closely with the Executive Leadership Team to advise on strategies, tactics and implementation plans that impact compliance with employment rules, policies, and DAS CHRO standards to minimize risk.

For a complete review of the position description, please contact recruiter dawn.estby@pers.oregon.gov

Minimum Qualifications Required:

Human Resource Manager 2

Six years of supervision, management, or progressively related experience.

OR

Three years of related experience and a bachelor’s degree in a related field.

Candidates who are the most competitive will possess the following skills, background and areas of experience:

• Communication skills: Strong and demonstrated speaking, writing, and listening skills. Skilled in emotional intelligence to analyze and determine the root of issues leading to conflict resolution.
• Decision making skills: Capable of making quick, difficult, and analytical decisions. Knows when to pause and consider opinions; knows what actions to take when time is of the essence.
• Empathetic attitude: Understands the importance of listening and aiding individuals through conversations of difficulty.
• Integrity: Maintains and expects confidentiality. Demonstrates and articulates responsibility for actions, determinations and contributes to solutions openly. 
• Change management: Able to demonstrate and implement changes that are supported by leadership. Own the change and use the ADKAR method to help others navigate, adopt, and support the change.
• Statutes and personnel policies: Understands the importance of making decisions in alignment with statutes, policies, and procedures.
• Strategic Contributor: Organize and prioritize objectives, tactics, and goals.
• Performance Management/Leadership: Develops trust through delegation and audit as a fundamental management competency that contributes to employee success.
• Staff development and oversight: Experience in methods of oversight, monitoring, supervising, and seeks direct-report collaboration to complete priorities within given timelines.
• Human Resources: Experience in human resource practices such as classification,