Job Title: Human Resources Manager

Reports to: Human Resources Director

Initial Salary Range: $89,000 – $104,000 annually

Benefits: Health, Vision, & Dental Insurance, Retirement Contributions, PTO, and Paid Holidays

Classification: Salaried, Exempt

Status: Full-Time (1.00 FTE), Regular w/ Benefits

Location: Portland, OR

JOB SUMMARY

About the Northwest Portland Area Indian Health Board (NPAIHB)

The Northwest Tribes have long recognized the need to exercise control over the design and development of health care delivery systems in their local communities. To this end, they formed the Northwest Portland Area Indian Health Board (also referred to as NPAIHB or "the Board") in 1972.

Guided by a vision of "Health and Wellness for the Seventh Generation," NPAIHB is a 501(c)3 designated (non-profit) organization and Tribal organization, P.L. 93-638, under the Indian Self-Determination and Education Assistance Act (ISDEAA) serving the 43 federally recognized Tribes in the states of Idaho, Oregon, and Washington (Northwest Tribes). Tribes become voting members of the Board through resolutions passed by their governing body. Each member Tribe designates a delegate to serve on the NPAIHB Board of Directors.

Led by our Board of Directors, NPAIHB's mission is to "eliminate health disparities and improve the quality of life of American Indians and Alaska Natives by supporting Northwest Tribes in their delivery of culturally appropriate, high-quality health programs and services." We have a staff of over 100 professionals dedicated to advancing Tribal health for the 7th generation in the Pacific Northwest.

The NPAIHB's Strategic Plan 2020-2025 can be found here.

Position Summary

The Human Resources ("HR") Manager helps ensure our employees have the support, skills, tools, and work environment needed to do their best work in service of our Northwest Tribes. The HR Manager is responsible for managing employee recruitment, new hire onboarding and orientation, position descriptions, training and development, and employee engagement and retention efforts. In addition, the HR Manager provides responsive HR support and technical assistance to employees across the organization, fostering a positive and inclusive work environment where staff can thrive. The HR Manager must have strong knowledge of HR best practices, cultural awareness and sensitivity, excellent communication skills, and the ability to balance organizational priorities with individual employee needs.

The HR Manager reports to the HR Director, and serves on a team of four (4) HR staff. This scope of work is housed within the Administrative Division. This position is based at NPAIHB's offices in Portland, Oregon. Local travel and/or overnight travel outside of the area is required approximately 5% of the time.

Essential Functions

Organizational Excellence and Success

• Provides Human Resources support to all employees in alignment with the NPAIHB Strategic Plan
• Supports the creation and implementation of human resource capacity building and quality improvement strategies based on the needs and priorities of Northwest Tribes
• Carries out updated Human Resources priorities throughout the year, as directed by Northwest Tribes, and through the NPAIHB Strategic Planning process and/or updated legislation
• Provides support to NPAIHB Personnel Committee meetings during the Quarterly NPAIHB Board of Directors Meeting (QBM) and ad hoc meetings as needed, including scheduling and coordinating meetings and calendar invitations, preparing meeting agendas, and recording meeting minutes

Human Resources Management Functions

• Serves as the first point of contact for Human Resources questions, elevating serious or sensitive matters to the HR Director, and/or redirecting inquires to other staff or entities as appropriate
• Manages full cycle of employee recruitment activities and serves as primary expert for the recruiting software platform (Rippling), including posting vacancies, conducting targeted additional recruitment efforts if needed, evaluating candidates, providing recruitment software training to hiring managers and hiring panel members, coordinating and scheduling candidate interviews, facilitating the creation and distribution of interview questions, leading candidate interviews, collecting and appropriately storing interview documentation and related records, facilitating approval of employment offers, and communicating status updates with candidates as needed
• Manages new hire onboarding activities and oversees orientation process, including facilitating all necessary preparations in advance of the start date, and designing/revising the new employee orientation checklist and associated processes in collaboration with organizational leadership and incorporating employee feedback
• Leads the NPAIHB Onboarding Committee, including coordinating and scheduling meetings, preparing and distributing meeting agendas, maintaining and updating records accessed by committee members (such as meeting notes and collaborative documents), and utilizes ongoing feedback or suggestions for improvement to make updates to onboarding processes, documents, and activities
• Manages formal employee performance review processes (Probationary Reviews for new hires and Annual Reviews for regular employees), including configuring reviews in the performance management software platform (Rippling), and ensuring the timely and consistent completion of reviews across the organization by implementing automated workflows, regularly tracking review due dates and completion status, providing (or facilitating) training on performance review best practices to supervisory staff, and communicating with/providing technical assistance to staff around performance review matters as appropriate
• In collaboration with the HR Director and hiring managers/supervisors, creates and/or revises Position Descriptions both individually as requested, and as a collective organization-wide project approximately every 1-3 years (or as otherwise needed)
• Implements and manages organization-wide training and professional development programs, including creating and managing all-staff trainings, connecting employees with professional development opportunities (both internally and externally), and managing the distribution and storage of organizational training content (such as recorded presentations, slide decks, informative handouts etc.) via learning management software (such as Canvas, Blackboard, or D2L Brightspace) or and employee collaboration platforms (such as Microsoft SharePoint)
• Coordinates and conducts employee exit interviews with separating employees, ensuring feedback is considered when adopting and improving employee retention strategies

Administrative and Compliance Functions

• Maintains well-organized filing systems for all employment related required documentation and supporting records (both electronic and hard copy) in compliance with both NPAIHB and regulatory requirements, including securely archiving files as appropriate
• Engages staff in the collection of pertinent data to meet reporting requirements
• Responds to HR technical assistance requests and provides personnel data to staff members and appropriate external entities for grant reporting and legal/regulatory compliance purposes as needed
• Manages the preparation and submission of Personnel Reports for both the Executive Director Update and the Personnel Committee Update at NPAIHB Quarterly Board Meetings
• Prepares content for the monthly NPAIHB All-Staff Newsletter, including recognizing employee service milestones and relevant Human Resources announcements and updates
• Creates and distributes Personnel Action Notice forms documenting all official employment change actions for signatures, ensuring forms are accurately completed and securely filed
• Prepares Purchase Orders and ensures all necessary supporting documentation is provided to Finance staff for approving and reconciling HR expenses
• Supports the HR Director in monitoring HR budget expenditures as to ensure spending remains on track and in alignment with annual targets

Human Resources Support Functions

• With cross-training, provides general back-up support to other Human Resources team members as appropriate to cover vacation leaves, attendance at professional events, or other minimal absences
• Supports employee relations and performance improvement matters under the guidance of the HR Director as requested
• In collaboration with NPAIHB leadership and administrative staff, supports the planning, running, attendance management, and associated activities for regular All-Staff meetings and special events

Other Duties

• Provides administrative support for HR projects as needed
• Assists with Quarterly Board Meetings or other organization-wide events as requested
• Performs other duties as assigned by the HR Director and/or Executive Director or designee

Standards of Conduct

• Act in service to the Tribes and Tribal communities we serve
• Uphold the Mission, Values, and Vision of the NPAIHB
• Maintain the highest level of confidentiality with all NPAIHB information and documentation
• Consistently exhibit professional behavior and a high degree of personal and professional integrity and impartiality appropriate to the responsible and confidential nature of the position
• Exercise good judgment and initiative in performance of duties and responsibilities
• Demonstrate high emotional intelligence in the performance of all duties and responsibilities
• Orientation toward learning, innovation, service, and the building of second-line leadership
• Commitment to building an organizational culture which centers NPAIHB's service to Tribes, promotes professional excellence, and builds an environment where employees grow and thrive
• Commitment to build an inclusive workplace across a range of identities and experiences, including (but not limited to) geography, age, gender identity, gender expression, sexual orientation, ethnicity, class, language, disability, religion, spiritual practices, and immigration status
• Sees diversity as a strength, and equity as a baseline
• Work in a cooperative manner with all levels of management and with all NPAIHB staff
• Effectively plan, organize workload, and schedule time to meet workload demands
• Use reasonable judgment to consistently display professional work attire during normal business hours, and/or dress appropriately for the workday, space, or event in lieu of a formal dress code
• Be present, available, and responsive for meetings and calls during regular working hours
• Commit to sharing knowledge and building expertise by participating in all virtual spaces in our workplace with cameras on
• Show consideration by communicating effectively and building collective understanding
• Recognize relationships are the cornerstone of NPAIHB's work by treating all NPAIHB delegates/ alternates, partners, staff, and American Indian/Alaska Native people with dignity and respect
• Participate willingly in NPAIHB activities

Qualifications

Education

Minimum education required*:

• Bachelor's Degree in Human Resources Management, Business Administration, Psychology, Communications or related field
• • A minimum of seven (7) years of progressively responsible experience in Human Resources management may serve as an acceptable substitute

Additional education preferred:

• Master's Degree in Human Resources Management, Business Administration, Organizational Development, Industrial Psychology, Adult Education/Training or related field

Experience

Minimum experience required:

• At least four (4) years of experience in Human Resources Management roles
• At least two (2) years of demonstrated experience managing employee recruitment, onboarding & orientation, performance review cycles, position descriptions, and training & development programs

Additional experience preferred:

• At least one (1) year of professional experience working with Tribes, Tribal organizations, Tribal communities, or Tribal health clinics
• Direct experience working with Northwest Tribes

Credentials

Minimum credentials required*:

• PHR and/or SHRM-CP certification
• • A minimum of five (5) years of demonstrated experience managing employee recruitment, onboarding & orientation, performance review cycles, position descriptions, and training & development programs may serve as an acceptable substitute

Required Knowledge, Skills, and Abilities

• Demonstrated knowledge, discretion, tact, judgment, and overall ability in working effectively with federal, Tribal, and other professionals, and facilitating participation and partnership in the Human Resources activities across all levels of the organization
• Demonstrated knowledge of HR best practices, employment law, and compliance considerations at the federal and state level (especially Oregon, as well as Washington and Idaho)
• Knowledge of strategies that foster workplace satisfaction, motivation, and long-term commitment
• Strong recruitment skills, including sourcing, hiring, and onboarding candidates and ability to design effective, efficient, and sound hiring practices
• Proficiency with HRIS, applicant tracking, and performance management software systems
• Proficiency with computer applications (specifically Word, Excel, PowerPoint, and other Microsoft Office Suite programs)
• Strong technical writing skills, including good spelling and grammatical skills, and the ability to produce polished writing under a deadline
• Excellent research and analysis skills
• Excellent interpersonal skills
• Must be sensitive to cross-cultural differences, and able to work effectively within their context
• Ability to assess organizational training needs and develop engaging programs that build staff skills and foster career growth
• Ability to work with minimal supervision, exercise initiative, and make independent decisions and recommendations
• Ability to make professional oral presentations in settings at the national, regional, and community levels, as well as in Tribal settings
• Ability to complete tasks in a timely and accurate manner
• Ability to travel infrequently (approximately 5% of the time)

Probationary Period

External applicants must agree to serve a minimum six-month probationary period during which time their employment can be terminated at will. For the purpose of evaluating job performance, internal applicants must agree to serve a minimum six-month probationary period when job duties change significantly.

Work Conditions

Physical Demands

This position:

• Frequently involves sedentary work (exerting up to 10 pounds of force and/or a negligible amount of force to lift, carry, push, pull or otherwise move objects, including the human body)
• Occasionally involves light work (exerting up to 20 pounds of force and/or up to 10 pounds of force and/or a negligible amount of force to move objects)

Physical Requirements

This position:

• Consistently requires the ability to receive detailed information through oral communication and expressing or exchanging ideas or important instructions accurately, loudly, or quickly
• Constantly requires working with fingers, rather than the whole hand or arm
• Constantly requires repetitive movement of the wrists, hands, and/or fingers
• Often requires walking or moving about to accomplish tasks
• Occasionally requires standing and/or sitting for sustained periods of time
• Occasionally requires ascending or descending stairs or ramps using feet and legs and/or hands and arms
• Occasionally requires raising objects from a lower to a higher position, or moving objects horizontally
• Occasionally requires stooping, which entails the use of the lower extremities and back muscles
• Infrequently requires crouching

Typical Environmental Conditions

The worker is frequently subject to inside environmental conditions, which provide protection from weather conditions, but not necessarily from temperature changes, and is occasionally subject to outside environmental conditions.

Travel Requirements

Local travel is rarely required (less than 5% of the time). Overnight travel outside of the area is infrequently required (approximately 3-4 events per year, or about 5% of the time), including attendance at quarterly NPAIHB Board Meetings. These meetings are held both locally and hosted by our member tribes on a rotating basis, typically taking place during the third or fourth weeks of January, April, July, and October, and requiring a minimum stay of two overnights per meeting.

Disclaimer

The individual must perform the essential duties and responsibilities with or without reasonable accommodation efficiently and accurately without causing a significant safety threat to self or others describe the general nature and level of work being performed by employees assigned to this classification. They are not intended to be construed as an exhaustive list of all responsibilities, duties, and/or skills required of all personnel so classified.

Except as provided by Title 25, U.S.C. § 450e(b), which allows for Indian preference in hiring, the NPAIHB does not discriminate on the basis of race, color, creed, age, sex, national origin, disability, marital status, sexual orientation, religion, politics, membership or non-membership in an employee organization, marital status, citizenship or immigration status, veteran or military status, genetic information, ancestry or any other characteristic protected by law.