El Programa Hispano
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Human Resources Director
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El Programa Hispano 1 day ago Be among the first 25 applicants Join to apply for the
Human Resources Director
role at
El Programa Hispano The Human Resources Director is responsible for leading and managing the full range of human resources functions to support a mission-driven, people-centered culture. This position plays a critical role in developing and implementing HR policies, programs, and practices that support the organization's strategic goals. Key responsibilities include talent acquisition, employee relations, performance management, compensation and benefits administration, compliance, learning and development, HR Strategy, and organizational development. The HR Director serves as a trusted advisor to leadership and staff, fostering an inclusive and equitable work environment. Strategic HR Leadership Partners with senior leadership to align HR strategies with organizational priorities. Partners with senior leadership to support organizational growth, change management, and strategic workforce planning. Develops and implements HR policies, procedures, and systems that reflect best practices in nonprofit human resources management. Champions equity, diversity, inclusion, and belonging (EDIB) initiatives across the organization. Recruitment and Retention Oversees full-cycle recruitment including job postings, screening, interviews, and onboarding. Works with hiring managers to develop inclusive job descriptions and equitable hiring practices. Develops retention strategies that promote employee engagement and satisfaction. Oversees recruitment and workforce planning initiatives to ensure staffing aligns with company needs. Supports organization-wide leadership development initiatives and career pathing strategies to build a strong internal talent. Employee Relations and Performance Provides guidance and support to supervisors and staff on employee relations issues. Leads performance management processes, including annual reviews, goal setting, and professional development planning, aligning with the organization's values, mission, and strategic goals. Investigates and resolves employee complaints and workplace conflicts in a fair and timely manner. Compensation and Benefits Manages salary structure and compensation practices to ensure internal equity and market competitiveness. Administers employee benefits programs and serves as a liaison with benefits providers. Ensures timely and accurate benefits enrollment, communication, compliance, and the annual open enrollment process. Compliance and Risk Management Ensures compliance with federal, state, and local employment laws and regulations. Monitors regulatory changes and implements proactive updates to HR policies, practices, and training to mitigate risk and ensure organizational compliance. Maintains employee records in accordance with legal requirements and best practices. Leads compliance efforts related to labor standards, safety, and nonprofit employment practices. Organizational Development Supports organizational culture initiatives and staff engagement activities. Leads the design and implementation of the development program to enhance leadership, supervision supervisory effectiveness, and staff development. Guides change management and organizational development initiatives as needed, which support the organization's structure and mission. Provides active leadership, mentorship, and development for direct reports, fostering a high-performing and collaborative team. HR Information Systems (HRIS) & Data Analytics Oversees the implementation and optimization of HR systems, ensuring data accuracy, system integrity, and alignment of organizational goals. Drives the collection, analysis, and interpretation of HRA metrics by tracking key performance indicators. Partners with department leaders to analyze trends and provide recommendations. Supervisory Responsibilities Directly supervises employees in alignment with organizational policies and applicable laws Conducts interviews and participates in hiring decisions Trains and onboards new employees Administers employee recognition and disciplinary actions Addresses complaints and works to resolve workplace issues Payroll Oversight and Management Oversee the organization's end-to-end payroll process to ensure accurate and timely compensation in compliance with federal, state, and local regulations. Partner with Finance and third-party providers (as applicable) to manage payroll system operations, audits, and reporting requirements. Ensure payroll processes align with internal policies, benefits administration, and applicable wage and hour laws. Lead continuous improvement efforts related to payroll system workflows and employee self-service tools. Serve as an escalation point for complex payroll issues, ensuring timely resolution and clear communication with impacted employees. Qualifications & Requirements: Bachelor's degree in human resources, Business Administration, or a related field (required) Minimum of 7 years of progressively responsible HR experience At least 3 years of experience in a leadership or management role Strong knowledge of HR laws and regulations HR certification required (PHR, SPHR, SHRM-CP, or SHRM-SCP) Excellent interpersonal, communication, and conflict resolution skills Demonstrated commitment to equity, diversity, and inclusion in the workplace Ability to perform essential job duties with or without reasonable accommodation Ability to work without posing a direct threat to the health or safety of others Willingness and ability to travel occasionally for training, workshops, or organizational needs. Flexibility to work varied hours, including some evenings and weekends. Reliable transportation is required for work-related travel. If driving, employees must have a valid driver's license, access to a personal vehicle, and automobile insurance that meets the agency's minimum coverage requirements (100/300/100). Must successfully pass all required background checks. Bilingual in Spanish and English is preferred, with strong bicultural competency and the ability to communicate clearly and effectively in both languages (verbally and in writing). Prolonged periods of sitting or standing at a desk while working on a computer Ability to move throughout the office regularly Frequent communication via email, messaging platforms, and phone Repetitive tasks such as typing and data entry Requires sustained concentration and attention to detail Typical office noise level is generally quiet Occasional lifting or carrying of light items (e.g., files, supplies) Some travel required for trainings, meetings, or events Flexibility to work occasional evenings or weekends Reasonable accommodations may be made to enable individuals with disabilities to perform essential job duties Compensation
: $120,000.00-$135,000.00 (annually). Salary commensurate with skills and experience. Location & Typical Working Conditions
:This position may follow a hybrid work model based at EPHC's Gresham, OR office. Some remote work may be possible depending on role responsibilities and in coordination. Some in-person presence is important to foster team connection, support program delivery, and strengthen community relationships. Occasional travel and work outside standard business hours may be required based on project needs. Seniority level
Seniority level Director Employment type
Employment type Full-time Job function
Job function Human Resources Industries Non-profit Organizations Referrals increase your chances of interviewing at El Programa Hispano by 2x Get notified about new Human Resources Director jobs in
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Human Resources Director
role at
El Programa Hispano 1 day ago Be among the first 25 applicants Join to apply for the
Human Resources Director
role at
El Programa Hispano The Human Resources Director is responsible for leading and managing the full range of human resources functions to support a mission-driven, people-centered culture. This position plays a critical role in developing and implementing HR policies, programs, and practices that support the organization's strategic goals. Key responsibilities include talent acquisition, employee relations, performance management, compensation and benefits administration, compliance, learning and development, HR Strategy, and organizational development. The HR Director serves as a trusted advisor to leadership and staff, fostering an inclusive and equitable work environment. Strategic HR Leadership Partners with senior leadership to align HR strategies with organizational priorities. Partners with senior leadership to support organizational growth, change management, and strategic workforce planning. Develops and implements HR policies, procedures, and systems that reflect best practices in nonprofit human resources management. Champions equity, diversity, inclusion, and belonging (EDIB) initiatives across the organization. Recruitment and Retention Oversees full-cycle recruitment including job postings, screening, interviews, and onboarding. Works with hiring managers to develop inclusive job descriptions and equitable hiring practices. Develops retention strategies that promote employee engagement and satisfaction. Oversees recruitment and workforce planning initiatives to ensure staffing aligns with company needs. Supports organization-wide leadership development initiatives and career pathing strategies to build a strong internal talent. Employee Relations and Performance Provides guidance and support to supervisors and staff on employee relations issues. Leads performance management processes, including annual reviews, goal setting, and professional development planning, aligning with the organization's values, mission, and strategic goals. Investigates and resolves employee complaints and workplace conflicts in a fair and timely manner. Compensation and Benefits Manages salary structure and compensation practices to ensure internal equity and market competitiveness. Administers employee benefits programs and serves as a liaison with benefits providers. Ensures timely and accurate benefits enrollment, communication, compliance, and the annual open enrollment process. Compliance and Risk Management Ensures compliance with federal, state, and local employment laws and regulations. Monitors regulatory changes and implements proactive updates to HR policies, practices, and training to mitigate risk and ensure organizational compliance. Maintains employee records in accordance with legal requirements and best practices. Leads compliance efforts related to labor standards, safety, and nonprofit employment practices. Organizational Development Supports organizational culture initiatives and staff engagement activities. Leads the design and implementation of the development program to enhance leadership, supervision supervisory effectiveness, and staff development. Guides change management and organizational development initiatives as needed, which support the organization's structure and mission. Provides active leadership, mentorship, and development for direct reports, fostering a high-performing and collaborative team. HR Information Systems (HRIS) & Data Analytics Oversees the implementation and optimization of HR systems, ensuring data accuracy, system integrity, and alignment of organizational goals. Drives the collection, analysis, and interpretation of HRA metrics by tracking key performance indicators. Partners with department leaders to analyze trends and provide recommendations. Supervisory Responsibilities Directly supervises employees in alignment with organizational policies and applicable laws Conducts interviews and participates in hiring decisions Trains and onboards new employees Administers employee recognition and disciplinary actions Addresses complaints and works to resolve workplace issues Payroll Oversight and Management Oversee the organization's end-to-end payroll process to ensure accurate and timely compensation in compliance with federal, state, and local regulations. Partner with Finance and third-party providers (as applicable) to manage payroll system operations, audits, and reporting requirements. Ensure payroll processes align with internal policies, benefits administration, and applicable wage and hour laws. Lead continuous improvement efforts related to payroll system workflows and employee self-service tools. Serve as an escalation point for complex payroll issues, ensuring timely resolution and clear communication with impacted employees. Qualifications & Requirements: Bachelor's degree in human resources, Business Administration, or a related field (required) Minimum of 7 years of progressively responsible HR experience At least 3 years of experience in a leadership or management role Strong knowledge of HR laws and regulations HR certification required (PHR, SPHR, SHRM-CP, or SHRM-SCP) Excellent interpersonal, communication, and conflict resolution skills Demonstrated commitment to equity, diversity, and inclusion in the workplace Ability to perform essential job duties with or without reasonable accommodation Ability to work without posing a direct threat to the health or safety of others Willingness and ability to travel occasionally for training, workshops, or organizational needs. Flexibility to work varied hours, including some evenings and weekends. Reliable transportation is required for work-related travel. If driving, employees must have a valid driver's license, access to a personal vehicle, and automobile insurance that meets the agency's minimum coverage requirements (100/300/100). Must successfully pass all required background checks. Bilingual in Spanish and English is preferred, with strong bicultural competency and the ability to communicate clearly and effectively in both languages (verbally and in writing). Prolonged periods of sitting or standing at a desk while working on a computer Ability to move throughout the office regularly Frequent communication via email, messaging platforms, and phone Repetitive tasks such as typing and data entry Requires sustained concentration and attention to detail Typical office noise level is generally quiet Occasional lifting or carrying of light items (e.g., files, supplies) Some travel required for trainings, meetings, or events Flexibility to work occasional evenings or weekends Reasonable accommodations may be made to enable individuals with disabilities to perform essential job duties Compensation
: $120,000.00-$135,000.00 (annually). Salary commensurate with skills and experience. Location & Typical Working Conditions
:This position may follow a hybrid work model based at EPHC's Gresham, OR office. Some remote work may be possible depending on role responsibilities and in coordination. Some in-person presence is important to foster team connection, support program delivery, and strengthen community relationships. Occasional travel and work outside standard business hours may be required based on project needs. Seniority level
Seniority level Director Employment type
Employment type Full-time Job function
Job function Human Resources Industries Non-profit Organizations Referrals increase your chances of interviewing at El Programa Hispano by 2x Get notified about new Human Resources Director jobs in
Portland, OR . Portland, Oregon Metropolitan Area 2 days ago Portland, Oregon Metropolitan Area $190,000.00-$225,000.00 2 weeks ago VP, Global Benefits and Employee Mobility
Gresham, OR $120,000.00-$135,000.00 3 days ago Portland, OR $105,000.00-$120,000.00 2 weeks ago Director, Global DEI, Nike Brands and Firstline
Portland, OR $92,400.00-$115,500.00 5 days ago Tualatin, OR $90,000.00-$150,000.00 1 day ago Beaverton, OR $90,000.00-$175,000.00 1 week ago Battle Ground, WA $15.00-$40.00 2 weeks ago Therapeutic Specialist, Pain - Portland OR (& Boise ID)
Portland, OR $113,300.00-$129,403.00 2 days ago We’re unlocking community knowledge in a new way. Experts add insights directly into each article, started with the help of AI.
#J-18808-Ljbffr