About Planned Parenthood of Southwestern Oregon (PPSO):
Planned Parenthood of Southwestern Oregon (PPSO) is part of the nation's largest and most trusted sexual and reproductive health care organization. For over 55 years, PPSO has been a foundation in Oregon communities, providing essential reproductive healthcare services and empowering individuals and families to make their own informed and responsible health care decisions.
We work to serve more than 30,000 individuals a year with healthcare and 10,000 individuals with sexuality education. As the primary provider of sexuality education in Oregon, our award-winning education and training program catalyzed a shift to redesign Oregon's plan around adolescent sexual health, the first of its kind in the nation. Oregon leads the nation in setting the gold standard in providing access to reproductive health care. PPSO was co-recipient of Planned Parenthood Federation of America’s 2018 Excellence in Advocacy award, along with in- state partners Planned Parenthood Advocates of Oregon and Planned Parenthood of Columbia Willamette.
Join our dedicated and mission driven team as we work to serve more than 40,000 individuals a year with comprehensive reproductive healthcare, education, and advocacy.
Our Vision
We seek a world in which all children are wanted and cared for, all people have equal rights and dignity, sexuality is expressed with honesty, equality, and responsibility, and the decision to have children is private and voluntary.
Our Mission
To ensure the right of all individuals to manage their sexual and reproductive health, by providing health services, education, and advocacy.
General Summary
The Human Resources Director is a working practitioner with the added responsibility for the overall leadership and strategic direction of the Human Resource Department; including lawful employment practices, positive employee relations and providing leadership in promoting and enhancing a competent, engaged workforce with a high value placed on equity and inclusion. The Human Resources Director will integrate the core values of the organization into the culture; develop Human Resources processes and establish recruitment, hiring, onboarding, and retention practices; oversee the delivery of effective management training and development programs; and ensure equitable and regionally competitive salary and benefits structures.
The ideal candidate is comfortable working in a complex collaborative organization with a fast-paced, responsive environment and will create and administer, effective Human Resources processes that are accessible, consistently understood, and implemented across the organization. The position is also responsible for providing organizational leadership to establish and maintain a constructive partnership with the union representing Planned Parenthood Southwestern Oregon employees.
Essential Duties and Responsibilities
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Competencies to perform and direct and manage the broad array of functions associated with the PPSO’s HR (Human Resources) functions. While this is the PPSO’s most senior HR professional, it also carries a responsibility of performing duties, not just the direction of duties performed by others.
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Negotiate, interpret, and facilitate organizational compliance with bargaining agreements and labor contracts.
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Identify staff vacancies and recruit, interview, and select applicants.
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Plan, direct, supervise, and coordinate work activities related to employment, compensation, labor relations, and employee relations.
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Contract with vendors to provide employee benefits and services.
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Develop employment policies, procedures and processes focused on compliance and the organization’s mission, vision, and objectives.
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Provide consistent and accurate information about policies, job duties, working conditions, wages, opportunities for promotion, and employee benefits to current and prospective employees.
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Support a philosophy of risk mitigation. Investigate and report on incidents and accidents in alignment with Planned Parenthood Affiliate Risk Management Guidelines.
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Develop and administer compensation, benefits, performance management systems, and safety programs in alignment with best practices and organizational goals and objectives.
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Develop, audit, and maintain HR systems and databases directly and through internal and external subject matter experts.
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Originate, create, and generate HR reports and analytics to track and predict organizationally relevant metrics.
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Analyze statistical data and reports to identify personnel trends and concerns. Recommend policy and practice improvements accordingly.
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Plan, organize, direct, control, and coordinate personnel, training, and labor relations activities.
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Oversee the evaluation, classification, and rating of occupations and job positions.
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Plan and conduct new employee orientation to foster a positive attitude toward organizational objectives.
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Analyze organizational development needs to design and implement workforce and management training programs, in partnership with the Learning and Education Department.
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Maintain currency regarding HR trends, legislation, labor relations, union activities, arbitration decisions, and collective bargaining contracts to assess, share and implement associated best practices advising senior management on potential impacts and strategic responses
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Develop, maintain and compile statistical data on relevant employment related metrics. Generate actionable reports on personnel-related data including such elements as hires, transfers, performance appraisals, productivity, retention, absenteeism rates.
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Prepare and manage budgets for personnel operations.
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Audit and manage relationships with HRIS, benefits and other HR product and solutions providers and contractors for the benefit of the organization.
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Prepare personnel forecasts to project employment needs.
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Allocate human resources, align employee resources and the organization’s current and predicted operational needs.
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Develop, champion, and administer projects focused on employee welfare, such as pay equity initiatives and employee recognition programs.
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Develop and manage recruitment and retention strategies, facilitate exit interviews to identify reasons for employee separations and improve the hiring and retention of employees.
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Serve as a trusted resource to management, employees, and organizational stakeholders, handling questions, interpreting contracts, and resolving work-related problems. Focused on compliance, fairness, and consistency in all dealings.
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Advise and facilitate training managers on relevant employment policies, procedures, and employment best practices.
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Analyze, develop, and maintain a total reward structure focused on the establishment of competitive programs furthering the organization’s objectives that are also legally compliant.
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Perform and serve as a role model in the appropriate methods of addressing challenging employment related matters, including addressing compensation concerns, dealing with understaffing, supporting the appropriate resolution to employee disputes, separating employees, facilitation of accommodation requests, and administering disciplinary procedures.
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Facilitate, conduct, and represent the organization at personnel-related investigations and hearings.
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Coordinate with the Labor Management Committee to proactively address and resolve labor disputes, grievances, and union-related issues and concerns.
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Train and develop the HR staff to provide ongoing, cross-functional, and consistent organizational support regarding a broad array of HR matters including CBA provisions, labor laws, and labor relations best practices.
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Serve as an organizational expert on labor relations, advising on policy matters to ensure policies, practices and employment actions are conducted in accordance with the CBA and legal requirements.
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Effectively manage and develop the organization’s HR team members staff and coach non-HR professionals regarding employee management strategies.
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Proactively consider risk elements associated with HR matters and develop strategies to mitigate them. Communicate with clarity the reasoning behind such mitigation efforts.
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Ability to properly handle confidential and HR sensitive information.
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Other duties essential to perform the role for the organization may not have been pre-determined as such at the time of the creation of the Job Description.
Equity and Culture:
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Engages in and supports efforts to create and maintain an affirming and culturally responsive work environment.
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Takes the initiative to develop own awareness and knowledge of the principles and scope of diversity, equity, and inclusion.
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Participate and engage in monthly required DEIB (Diversity, Equity, Inclusion and Belonging) Learning Forums, and other PPSO DEIB initiatives.
Responsibilities to the organization:
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Create and maintain a departmental structure that enables consistent, broad, and ongoing support to the organization across all HR functions without limitation imposed by the loss of individual members of the department’s team.
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Collaboratively engage with co-workers, supervisors, volunteers, and other stakeholders associated with the organization, recognizing, supporting, and valuing their contributions to our mission.
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Promote and exhibit personal flexibility and adapt proactively to change.
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Demonstrate accountability and initiative with work assignments, organizational values, and work relationships.
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Comply with and hold others accountable for the policies and procedures of Planned Parenthood of Southwestern Oregon.
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Support and direct behavior to align with the achievement of organization goals and core values.
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Actively support and participate in quarterly and other organizational meetings presenting the organization positively and supportively.
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Support the mission and philosophy of Planned Parenthood.
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Support and serve the organization in a manner that exemplifies objectivity and supports the entirety of services provided by Planned Parenthood of Southwestern Oregon.
Qualifications
The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Minimum Education and/or Experience
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Bachelor's degree in a related field of study and 8 years of experience inclusive of the skills listed below. An equivalent combination equaling 12 years will also be evaluated.
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Experience managing an organization’s HR function along with managing a staff of HR team members while also responsible for coaching non-HR professionals regarding employee management strategies.
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Current Senior HR Certification provided through a recognized certifying organization such as the Society for Human Resource Management or the Human Resource Certification Institute
Preferred experience includes:
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Managing an HR department within an organization that has one or more unions representing the employee population
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Experience establishing or restructuring an HR departmental function for a comparably sized and complex organization.
Knowledge
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Personnel and Human Resources: Knowledge of principles and procedures for personnel recruitment, selection, training, compensation and benefits, labor relations and negotiation, and personnel information systems.
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Administration and Management: Knowledge of business and management principles involved in strategic planning, resource allocation, human resources modeling, leadership technique, production methods, and coordination of people and resources.
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English Language: Knowledge of the structure and content of the English language including the meaning and spelling of words, rules of composition, and grammar.
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Law and Government: Knowledge of laws, legal codes, court procedures, precedents, government regulations, executive orders, agency rules, and the democratic political process.
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Education and Training: Knowledge of principles and methods for curriculum and training design, teaching and instruction for individuals and groups, and the measurement of training effects.
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Customer and Personal Service: Knowledge of principles and processes for providing customer and personal services. This includes customer needs assessment, meeting quality standards for services, and evaluation of customer satisfaction.
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Psychology: Knowledge of human behavior and performance; individual differences in ability, personality, and interests; learning and motivation; psychological research methods; and the assessment and treatment of behavioral and affective disorders.
Specific Job Skills
Foundational Skills
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Active Learning Understanding the implications of new information for both current and future problem-solving and decision-making.
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Active Listening Giving full attention to what other people are saying, taking time to understand the points being made, asking questions as appropriate, and not interrupting at inappropriate times.
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Critical Thinking Using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions, or approaches to problems.
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Learning Strategies Selecting and using training/instructional methods and procedures appropriate for the situation when learning or teaching new things.
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Mathematics Using mathematics to solve problems.
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Monitoring Monitoring/Assessing performance of yourself, other individuals, or organizations to make improvements or take corrective action.
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Reading Comprehension Understanding written sentences and paragraphs in work-related documents.
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Science Using scientific rules and methods to solve problems.
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Speaking Talking to others to convey information effectively.
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Writing Communicating effectively in writing as appropriate for the needs of the audience.
Social Skills
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Coordination Adjusting actions in relation to others' actions.
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Instructing Teaching others how to do something.
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Negotiation Bringing others together and trying to reconcile differences.
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Persuasion Persuading others to change their minds or behavior.
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Service Orientation Actively looking for ways to help people.
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Social Perceptiveness Being aware of others' reactions and understanding why they react as they do.
Complex Problem-Solving Skills
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Complex Problem Solving Identifying complex problems and reviewing related information to develop and evaluate options and implement solutions.
Systems Skills
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Judgment and Decision Making Considering the relative costs and benefits of potential actions to choose the most appropriate one.
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Systems Analysis Determining how a system should work and how changes in conditions, operations, and the environment will affect outcomes.
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Systems Evaluation Identifying measures or indicators of system performance and the actions needed to improve or correct performance, relative to the goals of the system.
Resource Management Skills
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Management of Financial Resources Determining how money will be spent to get the work done, and accounting for these expenditures.
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Management of Material Resources Obtaining and seeing to the appropriate use of equipment, facilities, and materials needed to do certain work.
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Management of Personnel Resources Motivating, developing, and directing people as they work, identifying the best people for the job.
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Time Management Managing one's own time and the time of others.
Desktop Computer Skills
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Spreadsheets: Using a computer application to enter, manipulate, and format text and numerical data; insert, delete, and manipulate cells, rows, and columns; and create and save worksheets, charts, and graphs.
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Presentations: Using a computer application to create, manipulate, edit, and show virtual slide presentations.
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Internet: Navigating the Internet to find information, including the ability to open and configure standard browsers; use searches, hypertext references, and transfer protocols; and send and retrieve electronic mail (e-mail).
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Navigation: Using scroll bars, a mouse, and dialog boxes to work within the computer's operating system. Being able to access and switch between applications and files of interest.
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Word Processing: Using a computer application to type text, insert pictures, format, edit, print, save, and retrieve word processing documents.
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Graphics: Working with pictures in graphics programs or other applications, including creating simple graphics, manipulating the appearance, and inserting graphics into other programs.
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Databases: Using a computer application to manage large amounts of information, including creating and editing simple databases, inputting data, retrieving specific records, and creating reports to communicate the information.
Travel Requirements:
This position requires travel between different PPSO health centers on an as-needed basis. Travel to health centers that are not the employee’s primary location will be reimbursed in accordance with PPSO’s travel policies.
Availability
During peak activity periods work in excess of 8 hours per day and/or 40 hours per week. The job will involve evening hours and possibly weekend hours as well as early morning meetings. Job may require evening and weekend work. This position is hybrid with in-person requirement.
Physical Requirements
Seeing: Must be able to read reports and use computer.
Hearing: Must be able to hear well enough to communicate with people and use telephone system with headset.
Speaking: Must be able to verbally communicate information in person and via telephone system.
Climbing/Stooping/ Kneeling/ Bending:
Lifting weight up to 25 lbs.
Pulling/ Pushing/ Reaching:
Fingering/ Grasping/Feeling: Must be able to write, 10-key, type, manipulate a mouse and use telephone system.