Director of Human Resources

Ronald McDonald House Oregon; Portland (OR); On-site; USD 120,000 - 180,000; Full time

Benefits offered by this job

PTO 144 hours annually plus 12 paidH

100% Healthcare coverage

SIMPLE IRA with up to 3% match

Annual volunteer hours

EAP

Job summary

Ronald McDonald House Oregon is seeking an experienced Director of Human Resources to lead the HR function across all locations. Reporting to the COO, you will shape people strategy, policies, and programs to support caregivers and staff.

You will oversee talent acquisition, performance management, compensation, benefits, compliance, and employee relations, translating data into practical action. This role blends strategic leadership with hands-on execution to ensure equitable practices and a

Qualifications

• 8+ years of progressive HR experience including 3+ years in leadership or management.
• Bachelor’s degree in HR, business or related field; certifications preferred.
• Experience advising leaders on employee relations and performance matters.
• Experience advancing equitable and inclusive practices in hiring and compensation.
• Strong knowledge of federal and Oregon employment laws and HR best practices.

Responsibilities

• Lead HR across all RMH locations and set priorities with the COO.
• Advise and coach supervisors on employee relations and performance matters.
• Own HR compliance, handbook, and policies for all locations.
• Oversee compensation, benefits, and annual renewal processes.
• Lead talent acquisition and employee lifecycle from recruitment to separations.

Skills

Employee relations

HR leadership

Performance management

Talent acquisition

HR data analytics

Education

Bachelor's degree

SHRM-CP/ SCP or PHR/ SPHR certification preferred

Tools

HRIS

Job description

Description

Ronald McDonald House Oregon is looking for an experienced HR leader to step into a newly created Director of Human Resources role, reporting to the COO and shaping how we support employees across all of our House locations. This is a chance to build and lead the HR function at a mission-driven organization where your work directly strengthens the people who provide essential services that remove barriers, strengthen families, and promote healing when children need healthcare. in this role, you will:

1. Lead the HR function across all RMH locations, setting priorities and recommending HR strategy to the COO, informed by workforce data and key metrics.
2. Serve as the lead authority on employee relations, coaching and advising supervisors on performance, conduct and complex people matters.
3. Own HR compliance, the employee handbook and HR policies, including federal and Oregon employment law, leaves and accommodations (OFLA, Paid Leave Oregon) and Oregon OSHA.
4. Manage compensation and benefits, including salary structures, market and pay equity reviews, and the annual benefits renewal.
5. Lead talent acquisition and the employee life cycle, from recruitment and onboarding through performance management, development and separations.

The most competitive candidates will possess the following attributes, experience, and knowledge:

• 8+ years of progressive human resources experience, including at least 3 years in an HR leadership or management role.
• Bachelor’s degree in human resources, business or a related field, or equivalent experience. SHRM-CP/SCP or PHR/SPHR certification preferred.
• Demonstrated experience advising and coaching leaders and supervisors on employee relations, performance management and other complex people matters.
• Demonstrated experience advancing equitable and inclusive practices across areas such as hiring, performance management, employee development and compensation.
• Strong working knowledge of federal and Oregon employment laws and HR best practices, including wage and hour, compensation and benefits, leaves and accommodations (including OFLA and Paid Leave Oregon), recruitment and employment compliance.
• Demonstrated ability to translate organizational priorities and employee needs into practical and effective HR practices.
• Strong judgment and demonstrated ability to navigate sensitive and confidential matters with discretion, empathy, consistency and professionalism.
• Strong communication, coaching, relationship-building, problem-solving and conflict-resolution skills.
• Experience using workforce data, employee feedback and HR information systems (HRIS) to inform decisions, report on key metrics and improve practices.
• Experience supervising, coaching or developing staff is preferred.

Benefits Include

• Generous Paid Time Off: 144 hours of PTO annually, plus 12 paid holidays (10 standard holidays and 2 floating holidays).
• 100% Covered Healthcare: We cover 100% of the cost of medical and dental benefits for employees and their dependents.
• Retirement Savings: A SIMPLE IRA with up to 3% match.
• Annual volunteer hours to give back to the community.
• Employee Assistance Program (EAP).

Requirements

The Director of Human Resources leads the HR function at Ronald McDonald House Oregon, owning the policies, programs, systems and compliance that ensure employees and leaders across all RMH locations have the support and resources they need to thrive and contribute effectively to the organization’s mission.

Reporting to the COO and partnering with the executive leadership team, the Director of Human Resources sets the direction for people practices across the employee life cycle and serves as the organization’s lead authority on employment policy, employee relations and HR compliance. The Director is a trusted advisor to leaders and staff, providing guidance on organizational policies, practices and other workplace matters.

In partnership with the COO, the Director leads organizational culture, employee engagement, workforce planning and other strategic people priorities. The role balances strategic leadership with hands‑on execution to ensure HR practices are equitable, consistent and aligned with Ronald McDonald House values.

Primary and Responsibilities

HR Leadership and Strategy

• Lead the HR function, setting priorities and ensuring effective delivery of people programs, practices, systems and employee support across all RMH locations.
• Develop and recommend HR strategies, initiatives and practices to the COO, translating organizational priorities, workforce needs, employee feedback and data into action.
• Serve as a trusted advisor and resource to managers and employees on workplace matters, applying sound judgment, consistency, discretion and an equity-centered approach.
• Identify emerging workforce needs, trends and opportunities and recommend improvements that strengthen organizational effectiveness and the employee experience.
• Track and report key HR metrics, such as turnover, time‑to‑fill, engagement and leave trends, to the COO and leadership team.

Talent Management

• Coach and advise supervisors on employee relations, performance, talent decisions, and effective, equitable and consistent people‑management practices.
• Lead employee relations matters, including resolving employee concerns and documenting outcomes with appropriate follow‑through, and upscale matters requiring investigation to the COO.
• Lead recruitment and selection in partnership with hiring managers, including staffing needs, job design, sourcing, interviewing, promotions and other talent decisions.
• Oversee pre‑employment screening, including background checks and reference checks.
• Own and continuously improve performance management practices, including goal setting, feedback, performance reviews and career development. Ensure staff have the tools and support they need to participate effectively.
• Manage key employee life cycle processes, including onboarding, employee changes, leaves, separations and exits.

Employee Experience and Development

• Lead learning and development, recognition and retention programs in partnership with organizational leaders.
• Lead employee engagement efforts, including surveys and feedback processes, and translate findings into organizational priorities and action plans.
• Manage internal HR communications and resources, such as the intranet, policy updates and employee announcements, that promote transparency, collaboration and knowledge‑sharing.

Compensation, Benefits and People Operations

• Manage compensation and benefits programs, including salary structures, periodic market and pay equity reviews and the annual benefits renewal, and make recommendations to the COO.
• Oversee benefits, leaves, accommodations and related employee support. Coordinate with brokers, vendors, Finance and other partners as needed.
• Own the employee handbook and HR policies, and ensure compliance with applicable federal, state and local employment laws, including required postings, recordkeeping and reporting.
• Oversee HRIS administration, personnel records and I‑9 compliance, and partner with Finance on accurate payroll processing and personnel budget planning.
• Oversee workplace safety, workers’ compensation and unemployment claims, including Oregon OSHA requirements and the safety committee.