HRIS Records Coordinator (HRA 1)

State of Oregon; Salem; Hybrid; INR 5,194,000 - 7,659,000; Full time

Benefits offered by this job

Hybrid work flexibility

Job summary

Oregon Health Authority is seeking an HRIS Records Coordinator to manage personnel transactions, including base salaries and differential pay, for over 5,500 employees. The role emphasizes data accuracy, compliance with DAS rules, and collaboration across HR units.

The position requires a bachelor's degree or HR certifications, and Workday experience. This is a hybrid role based in Salem, Oregon, with mandatory in-person meetings as needed.

Qualifications

• A bachelor’s degree in HR, Business, or related field or HR certifications.
• Experience with high-volume personnel data and HRIS systems.
• Familiarity with DAS rules, CBAs, and payroll processes.

Responsibilities

• Coordinate and process personnel transactions and compensation changes.
• Maintain accurate personnel records for 5,500+ employees.
• Consult on complex HR policies and HRIS workflows.

Skills

HRIS data entry

Payroll changes

Recordkeeping

Policy interpretation

Data integrity

Education

Bachelor's degree in HR or related field

Certified HR professional (SHRM/PHR)

Tools

Workday

Excel

Job description

Initial Posting Date: 09/10/2026

Application Deadline: 09/24/2026

Agency: Oregon Health Authority

Salary Range: $4,868 - $7,179

Position Type: Employee

Position Title: HRIS Records Coordinator (HRA 1)

This is a hybrid position offering significant work-from-home flexibility. However, the ability to attend mandatory in‑person meetings as needed in Salem, Oregon is a non‑negotiable requirement. Any travel, food or lodging expenses will not be reimbursed. If this opportunity aligns with your strengths, background, and commitment to fostering inclusivity, we encourage you to apply! At Oregon Health Authority (OHA), we value diversity and encourage applicants from all backgrounds and experiences to help us build a stronger, more equitable future for all.

Primary Purpose

The primary purpose of this position is to support the Oregon Health Authority by coordinating and processing a wide range of personnel transactions with a strong emphasis on managing allowances/differentials and complex compensation changes. This includes, but is not limited to, updates to base salaries, special pay types, job changes, and FLSA designations for more than 5,500 employees.

The role ensures all personnel data is maintained accurately, timely, and fully compliant with federal and state regulations, Department of Administrative Services (DAS) rules, agency policies, and multiple Collective Bargaining Agreements. This position serves as a subject‑matter resource to HR staff and division representatives by consulting on complex personnel actions, interpreting policy and contract language, and coaching staff on correct procedures and HRIS workflows.

Key Responsibilities

• Perform a wide range of technical and confidential duties involving detailed data entry, personnel action processing, complex compensation changes, record auditing, research, troubleshooting, and problem solving to maintain data integrity and resolve discrepancies.
• Work collaboratively across HR units and agency divisions, functioning as a liaison to ensure consistent and efficient processing, supporting system enhancements, and contributing to ongoing process improvements that strengthen the accuracy, reliability, and effectiveness of the agency’s personnel record operations.
• Maintain accurate personnel records for more than 5,500 employees.

Minimum Qualifications

• A bachelor's degree in Human Resource Management, Organizational Behavior or Development, Business or Public Administration, the Applied Behavioral Sciences, Industrial Relations or a job‑related course of study determined by the appointing authority; OR Valid Certification as a Professional in Human Resource awarded by the Human Resource Certification Institute, and one‑year Human Resource experience; OR Three years Human Resource paraprofessional or technical‑level experience.
• The State Certified Human Resources Professional (SCHRP) certification, awarded by the Oregon Chief Human Resources Office, substitutes for six months of human resource professional‑level experience.
• Valid certification as a SHRM Certified Professional awarded by a nationally recognized organization, substitutes for one year of human resource professional‑level experience.
• Valid certification as a PSHRA‑CP from the Public Sector HR Association substitutes for one year of professional human resources experience.

Special Requirements

To be hired, you must have a criminal record and background check that meet OHA criteria at the time of hire and throughout employment.

Desired Attributes

1. Attention to Detail and Accuracy

   Maintains precise and confidential records for over 5,500 employees. Ensures all personnel actions comply with complex legal, contractual, and procedural requirements. Verifies the accuracy of personnel actions, documentation, and HRIS data with a high level of thoroughness. Identifies discrepancies or data inconsistencies and takes corrective action to support reliable recordkeeping.

2. Strong Knowledge of HR Policies and Regulations

   Understands and applies rules from Collective Bargaining Agreements (CBAs), Department of Administrative Services (DAS), OHA, and state and federal law. Provides informed consultation to employees, managers, administrative, and executive staff about complex HR policies and their impact to personnel. Ensures personnel actions and records meet all applicable regulatory and contractual compliance requirements. Responsible for monitoring policy, CBA and Workday integrations involving compensation changes, job changes, and merit increases to identify data mismatches, resolve payroll‑related errors, and ensure smooth and accurate payroll runs.

3. Excellent Communication and Coaching Skills

   Consults and communicates with staff on personnel actions and business processes. Communicates clearly and diplomatically with employees at all levels. Coaches staff on correct HRIS workflows, personnel procedures, and documentation requirements. Provides guidance on navigating complex personnel actions and HR business processes. Adjusts communication style to meet the needs of diverse audiences across the agency.

4. Analytical and Problem‑Solving Skills

   Conducts research and resolves complex personnel record issues or historical record discrepancies. Applies logic and critical thinking to ensure policy compliance and data accuracy. Troubleshoots system, data, and workflow challenges, identifying root causes and recommending solutions. Assesses records and processes to ensure alignment with HR policy, contract language, and regulatory standards. Manages the full lifecycle of personnel records audits, including initial audit planning and creation, execution of audit activities, identification and correction of discrepancies, and continued monitoring and processing to ensure sustained data accuracy and compliance.

5. Collaborative and Team‑Oriented Mindset

   Works effectively with HR colleagues and division representatives. Builds cooperative relationships across diverse teams and departments. Supports teamwork by sharing knowledge, offering assistance, and contributing to a positive work environment. Collaborates to ensure coordinated and efficient personnel record processing across units/divisions.

6. Technical Proficiency with HRIS and Recordkeeping Systems

   Navigates and manages large‑scale HRIS platforms confidently. Processes personnel actions including complex allowance and other compensation related changes and maintains electronic records accurately and efficiently. Adapts to new system enhancements or updates and participates in testing or workflow improvement activities. Utilizes HRIS tools efficiently to manage high‑volume transactions and uphold data integrity. Responds to HRIS‑related requests through both the Workday Case Management platform and email including reviewing, researching, and resolving questions about personnel transactions, system processes, and data accuracy, while providing clear, timely guidance to employees, managers, and HR partners.

Preference Statement

• Experience using Workday HRIS or comparable systems to process personnel actions, compensation changes, job changes, and high‑volume record updates with accuracy and compliance.
• Strong background in HR records processing and auditing, including reconciling discrepancies and ensuring data integrity across large employee populations.
• Demonstrated ability to interpret and apply contracts, policies, and regulations, including resolving conflicting directives to determine correct processing requirements.
• Proficiency with Microsoft Office Suite, Teams, Smartsheet, and Excel for documentation, tracking, communication, and workflow management.
• Experience creating and maintaining job guides, SOPs, and process documentation, while managing competing priorities and high‑volume workloads in a fast‑paced HR environment.

Benefits

• Excellent, low‑cost medical, vision, and dental coverage for you and your family.
• Optional benefits like life insurance, disability coverage, deferred compensation, and FSA options for health and childcare.
• Generous paid time off: 11 holidays, 3 personal days, monthly sick leave, and vacation accrual starting at 8 hours/month.
• Potential eligibility for the Public Service Loan Forgiveness Program.
• Retirement security through Public Employees Retirement System (PERS)/Oregon Public Service Retirement Plan (OPSRP).
• Training and development opportunities to grow your career with the State of Oregon.

Additional Details

This announcement is for one vacancy, full‑time, permanent, (management service, non‑supervisory) and is not represented by a union, HRIS Records Coordinator position (Classification: Human Resources Analyst 1 in Salem, Oregon. This is a hybrid position. “Review Section 4: Working Conditions” in the position description (linked above) for more information. Employment is contingent upon a criminal records check that meets OHA criteria at the time of hire and throughout employment. The salary listed is the non‑PERS qualifying range. If the successful candidate qualifies for PERS, the salary range will increase by 6.95%. For more information, see the Classification and Compensation page. The State of Oregon does not request or require your age, date of birth, attendance or graduation dates from an education institution during the application process. This position does not provide visa sponsorship. Within three days of hire, you will be required to complete I‑9 documentation and confirm authorization to work in the United States. OHA will use E‑Verify to verify work authorization. If your employment eligibility depends on sponsorship now or in the future, you will not meet the requirements for this position. We evaluate candidates based on their own skills and experience. Unless explicitly approved, outside resources – including Artificial Intelligence (AI) tools – are not permitted during assessments or interviews. Use of unauthorized resources will disqualify a candidate from further consideration.

Equal Employment Opportunity

The Oregon Health Authority is an affirmative action and equal opportunity employer, committed to fair employment practices and pay equity for all employees. We do not discriminate based on protected class – including race, sex, veteran status, disability, age, color, religion, national origin, marital status, or sexual orientation – and does not screen applicants based on current or past compensation. Salary is determined through a fair review of your education, experience, and training as it relates to the position. OHA is an anti‑racist organization working to eliminate health inequities and dismantle structural barriers that impact underserved communities. Join us in advancing our Strategic Plan and building a more equitable Oregon.