Relay Resources
Vice President of Human Resources - Hybrid
Relay Resources, Portland, Oregon, United States, 97204
Vice President of Human Resources - Hybrid
Relay Resources is an Equal Opportunity Employer that strives to create a diverse workforce and an inclusive culture and believes each employee makes a significant contribution to our success. That contribution should not be limited by the assigned responsibilities. Therefore, this job description is designed to outline primary duties, qualifications, and job scope, but not limit the incumbent nor the organization to adjust the work identified. It is our expectation that each employee will offer their services wherever and whenever necessary to ensure the success of our endeavors. Disabled people / people with disabilities and neurodivergent people are strongly encouraged to apply!
Relay Core Competencies
Focus on Strengths
Prioritize Informed Action
Communicate Clearly
Champion Disability Inclusion
Build Supportive Relationships
Job Summary
Provides operational leadership for the Human Resources department by overseeing all core HR functions, ensuring compliance, and driving consistent program delivery so the CHRO can focus on strategy and external partnerships.
Essential Functions
HR Operations & Compliance
Work with the Total Rewards team (leave, benefits administration, HRIS) compliance reporting, labor contracts, and employee relations processes.
Ensure accuracy, timeliness, and audit readiness across all HR service delivery.
Lead enterprise-wide HR risk mitigation initiatives.
People Leadership
Lead HR leaders across multiple verticals to ensure accountability, service quality, and measurable outcomes.
Build a service-driven team culture focused on responsiveness, compliance, and succession depth.
Oversee multi-site HR operations.
Program Delivery
Manage annual HR cycles including performance reviews.
Assist with compensation processes, benefits renewals, and open enrollment.
Ensure consistent onboarding, employee journey support, and training rollouts.
Partner with Finance on workforce planning, headcount control, and budget alignment.
Drive HR initiatives that influence enterprise-level employee retention and engagement metrics.
Strategic Execution Support
Translate CHRO strategic priorities into executable HR plans.
Provide dashboards, risk analyses, and metrics to inform executive and board-level discussions.
Anticipate risks, identify gaps, and implement operational fixes before escalations occur.
Act as a strategic partner to the Executive Team for talent strategy and organizational design.
Other Duties as Assigned
Carry out additional responsibilities or special projects as required.
Requirements
15+ years of progressive HR leadership experience, including oversight of multiple HR functions, including Recruiting, Total Rewards, and Employee Relations.
5+ years of direct experience managing HR in a unionized, multi-site environment preferred.
Bachelor’s degree in Human Resources, Business Administration, or related field (or commensurate experience).
Current SHRM-CP, SHRM-SCP, SPHR, or equivalent HR certification (required).
Proficiency in HRIS systems, compliance tools, and Microsoft Office Suite.
Strong operational discipline and results-driven approach.
Excellent leadership, communication, and analytical skills.
Preferred Qualifications
MBA or advanced HR degree preferred.
Experience in non-profit or social enterprise environment.
Experience with the SEIU 49 Union.
Additional advanced certifications (GPHR, advanced labor relations credentials) preferred.
Experience supporting a staff population with disabilities.
Non-profit fluency.
Knowledge, Skills, And Abilities
Federal, state, and local labor and employment laws.
HR best practices across benefits, employee relations, performance management, and workforce planning.
Union contract administration and labor relations processes.
Skills And Abilities
Lead and mentor managers to build high-performing teams.
Translate strategy into practical, executable operational plans.
Build scalable HR processes and ensure compliance at all times.
Communicate effectively across all levels of the organization.
SCOPE & ACCOUNTABILITY
Performs duties independently with significant responsibility for ensuring HR operations run smoothly and driving enterprise-level HR strategy and outcomes.
SUPERVISORY RESPONSIBILITY
Directly supervises HR managers and staff (excluding Change Manager, HRG, and HRBP teams).
Exercises independent decision-making over additional HR teams and cross-functional strategic initiatives.
WORK ENVIRONMENT & PHYSICAL DEMANDS
Office Atmosphere
In office hours are Monday, Wednesday and Thursday with Tuesday and Friday being remote days.
Sitting for extended periods of time.
Using a variety of office equipment.
Moderate noise level.
#J-18808-Ljbffr
Relay Core Competencies
Focus on Strengths
Prioritize Informed Action
Communicate Clearly
Champion Disability Inclusion
Build Supportive Relationships
Job Summary
Provides operational leadership for the Human Resources department by overseeing all core HR functions, ensuring compliance, and driving consistent program delivery so the CHRO can focus on strategy and external partnerships.
Essential Functions
HR Operations & Compliance
Work with the Total Rewards team (leave, benefits administration, HRIS) compliance reporting, labor contracts, and employee relations processes.
Ensure accuracy, timeliness, and audit readiness across all HR service delivery.
Lead enterprise-wide HR risk mitigation initiatives.
People Leadership
Lead HR leaders across multiple verticals to ensure accountability, service quality, and measurable outcomes.
Build a service-driven team culture focused on responsiveness, compliance, and succession depth.
Oversee multi-site HR operations.
Program Delivery
Manage annual HR cycles including performance reviews.
Assist with compensation processes, benefits renewals, and open enrollment.
Ensure consistent onboarding, employee journey support, and training rollouts.
Partner with Finance on workforce planning, headcount control, and budget alignment.
Drive HR initiatives that influence enterprise-level employee retention and engagement metrics.
Strategic Execution Support
Translate CHRO strategic priorities into executable HR plans.
Provide dashboards, risk analyses, and metrics to inform executive and board-level discussions.
Anticipate risks, identify gaps, and implement operational fixes before escalations occur.
Act as a strategic partner to the Executive Team for talent strategy and organizational design.
Other Duties as Assigned
Carry out additional responsibilities or special projects as required.
Requirements
15+ years of progressive HR leadership experience, including oversight of multiple HR functions, including Recruiting, Total Rewards, and Employee Relations.
5+ years of direct experience managing HR in a unionized, multi-site environment preferred.
Bachelor’s degree in Human Resources, Business Administration, or related field (or commensurate experience).
Current SHRM-CP, SHRM-SCP, SPHR, or equivalent HR certification (required).
Proficiency in HRIS systems, compliance tools, and Microsoft Office Suite.
Strong operational discipline and results-driven approach.
Excellent leadership, communication, and analytical skills.
Preferred Qualifications
MBA or advanced HR degree preferred.
Experience in non-profit or social enterprise environment.
Experience with the SEIU 49 Union.
Additional advanced certifications (GPHR, advanced labor relations credentials) preferred.
Experience supporting a staff population with disabilities.
Non-profit fluency.
Knowledge, Skills, And Abilities
Federal, state, and local labor and employment laws.
HR best practices across benefits, employee relations, performance management, and workforce planning.
Union contract administration and labor relations processes.
Skills And Abilities
Lead and mentor managers to build high-performing teams.
Translate strategy into practical, executable operational plans.
Build scalable HR processes and ensure compliance at all times.
Communicate effectively across all levels of the organization.
SCOPE & ACCOUNTABILITY
Performs duties independently with significant responsibility for ensuring HR operations run smoothly and driving enterprise-level HR strategy and outcomes.
SUPERVISORY RESPONSIBILITY
Directly supervises HR managers and staff (excluding Change Manager, HRG, and HRBP teams).
Exercises independent decision-making over additional HR teams and cross-functional strategic initiatives.
WORK ENVIRONMENT & PHYSICAL DEMANDS
Office Atmosphere
In office hours are Monday, Wednesday and Thursday with Tuesday and Friday being remote days.
Sitting for extended periods of time.
Using a variety of office equipment.
Moderate noise level.
#J-18808-Ljbffr