Client Agency HR Manager (HR Consultant 1)

Rogers Machinery Company, Inc.; Salem (OR); On-site; USD 95,000 - 125,000; Full time

Job summary

Rogers Machinery Company, Inc. is seeking an experienced Client Agency HR Manager to partner with multiple agencies, boards, commissions and divisions. You will provide expert consultation on personnel rules, labor agreements, and employment law, helping managers make well-supported, consistent decisions.

Lead investigations, guide disciplinary actions, coordinate workforce strategies across agencies, and participate in statewide HR initiatives, policy reviews, and special projects.

Qualifications

• Bachelor’s degree in Human Resources Management, Business or Public Administration, Behavioral Sciences or Organizational Development/Behavior.
• Equivalency notes allow a Master’s degree to substitute for one year of experience.
• Other certifications substitute for experience (as described in the ad).

Responsibilities

• Provide high-level HR consultation on personnel rules, labor agreements, and employment law; advise managers on complex HR matters.
• Lead and coordinate investigations involving misconduct, discrimination and harassment; represent the agency in labor and EEOC matters.
• Guide managers through disciplinary processes and prepare formal actions.
• Collaborate across agencies to develop HR systems, policies, procedures, and workforce strategies.
• Participate in statewide HR initiatives, policy reviews, and special projects; provide research and recommendations.

Skills

Strategic HR Consultation

Employee & Labor Relations

Investigation Skills

Written & Verbal Communication

Collaborative Partnerships

Confidentiality & Judgment

Organizational Awareness

Education

Bachelor’s degree in HR/Business/Public Admin

Job description

Take the next step in your HR career!

Do you thrive on navigating HR challenges and helping leaders build engaged, equitable workplaces? If you're looking for a role that expands your scope and strengthens your expertise—this opportunity is for you.

As a Client Agency HR Manager, you’ll serve as the HR partner for multiple agencies, boards, commissions, and DAS divisions. You’ll provide expert consultation across HR laws, rules, and policies- helping leaders navigate daily personnel matters and longterm workforce strategy.

Why This Role Is a Fantastic Growth Opportunity:

• Consult at a strategic level—advising managers and executives on labor relations, workforce strategy, investigations, performance management, and HR policy application.


• Deepen expertise in statewide HR systems, collective bargaining agreements, and employment law—core skills for continuous career growth.


• Build a diverse HR portfolio by supporting multiple agencies with varied missions, challenges, and operational needs.
  Join a supportive, highly knowledgeable HR team that values collaboration, innovation, and professional excellence.

In This Role, You Will:

• Provide highlevel HR consultation on personnel rules, labor agreements, and employment law, partnering closely with managers to make wellsupported, consistent decisions.


• Lead and coordinate investigations involving misconduct, discrimination, and harassment, and other workforce issues. Represent the agency in BOLI/EEOC matters, grievances, and arbitration.


• Guide managers through disciplinary processes, prepare formal actions, and help resolve complex employee relations issues.


• Collaborate across agencies to develop HR systems, policies, procedures, and workforce strategies that improve operational consistency.


• Participate in statewide HR initiatives, policy reviews, and special projects, providing research, analysis, and recommendations on issues with broad impact.

What We Are Looking For

Minimum Qualifications:

A bachelor's Degree in Human Resources Management, Business or Public Administration, Behavioral Sciences or Organizational Development/Behavior; and four years of professionallevel human resources experience performing duties such as employee relations, investigations, labor relations, policy interpretation, and advising managers on complex HR matters;

OR

Seven years professional-level human resources experience performing duties such as employee relations, investigations, labor relations, policy interpretation, and advising managers on complex HR matters.

Equivalency Notes:

• A master's degree in any of the above-listed courses of study may substitute for one year of professional-level experience.
  The State Certified Human Resources Professional (SCHRP) certification, awarded by the Oregon Chief Human Resources Office, substitutes for six months of professional-level experience.


• Valid Certification as a SHRM Certified Professional awarded by a nationally recognized organization, substitutes for one year of professional-level experience.


• Valid certification as a PSHRA-SCP from the Public Sector HR Association substitutes for one year of professional-level experience.

Desired Attributes

If you bring these skills and experience, be sure to show us—this is how we evaluate candidates for next steps!

• Strategic HR Consultation – Experience advising managers and leaders on performance management, policy interpretation, labor relations, or workforce issues, with examples of providing clear, actionable guidance.


• Employee & Labor Relations Expertise – Demonstrated experience applying employment laws, collective bargaining agreements, and HR policies when addressing employee relations concerns or resolving workplace issues.


• Investigation Skills – Experience conducting workplace investigations (misconduct, policy violations, discrimination/harassment), including interviewing, factfinding, and preparing written reports or summaries.


• Clear, Inclusive Written & Verbal Communication – Ability to communicate complex HR concepts clearly in writing and conversation, shown through policies, reports, findings, or formal HR documentation.


• Collaborative Partnerships – A record of building effective working relationships with leaders, HR peers, union representatives, or legal partners to support positive and consistent HR outcomes.


• Sound Judgment & Confidentiality – Demonstrated ability to manage sensitive information, make wellsupported decisions, and handle complex HR matters with professionalism and discretion.


• Organizational Awareness & Prioritization – Experience managing multiple HR matters or projects at once, meeting deadlines, and navigating competing priorities in a fastmoving environment.