Strategic HR Business Partner (Onsite)

Oregon Specialty Group; Salem (OR); On-site; USD 84,000 - 102,000; Full time

Job summary

Oregon Specialty Group seeks an onsite Human Resources Business Partner to support day-to-day HR across the organization, aligning people strategies with each service line. You will partner with department leaders to deliver compliant, supportive workforce solutions covering employee relations, leave administration, and HR policies.

You will use HR metrics to inform decisions and improve organizational effectiveness, collaborating with leadership on engagement, retention, and DEI initiatives

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, or a related field.
• HR Certification (PHR, SHRM-CP or similar).
• Minimum of 5 years of experience in human resources.
• At least 3 years in an HR Business Partner or similar role advising leaders on employee relations issues.
• In-depth knowledge of employee relations and relevant labor laws, including FMLA, OFLA, PLO, ADA, and other applicable regulations.

Responsibilities

• Collaborate with department leaders to develop and implement HR strategies aligned with organizational goals.
• Advise managers on performance management best practices, employee development, and team dynamics.
• Support workforce planning, including staffing needs, succession planning, and talent development.
• Partner with leadership on HR trends, employee engagement and retention strategies, and initiatives to improve team effectiveness.
• Support the HR Director with the development and implementation of HR policies and procedures to maintain consistency across the practice.
• Assist with compensation, benefits, and performance appraisal administration.
• Lead or support HR initiatives related to employee engagement, recognition, and diversity, equity, and inclusion.
• Ensure compliance with federal, state, and local labor laws, maintaining knowledge relevant to the healthcare industry.
• Serve as a trusted advisor and point of contact for leadership and employees on employee relations issues involving workplace behavior, performance, and communication.
• Investigate and resolve employee complaints, grievances, and disputes in a timely and effective manner.
• Coach and guide managers through complex employee relations situations, ensuring adherence to company policy and legal requirements.
• Promote a positive work culture through proactive employee engagement initiatives and programs.
• Support employee separations by coordinating terminations, preparing documentation, and managing unemployment claims, while partnering with leadership to mitigate risk and maintain consistency with company policy and employment laws.
• Act as the subject matter expert (SME) for administration of employee leave programs, including FMLA, OFLA, PLO, and other applicable leave types.
• Ensure compliance with relevant leave and accommodation regulations (FMLA, OFLA, PLO, ADA, etc.) while supporting employees through the leave and/or accommodation process.
• Coordinate with department leaders to track and manage leave balances, return-to-work procedures, and necessary accommodations.
• Maintain accurate records and documentation related to employee leave.
• Provide regular reporting and analysis on HR metrics related to employee relations, leave usage, and other key performance indicators.
• Use data insights to improve HR processes and optimize organizational effectiveness.

Skills

HR strategy

Performance management

Employee relations

Staff development

Data analysis

Communication

Time management

Education

Bachelor’s degree in HR/Business Admin

PHR/SHRM-CP or equivalent

Job description

Oregon Specialty Group seeks an onsite Human Resources Business Partner to support day-to-day HR across the organization, aligning people strategies with each service line. You will partner with department leaders to deliver compliant, supportive workforce solutions covering employee relations, leave administration, and HR policies.

You will use HR metrics to inform decisions and improve organizational effectiveness, collaborating with leadership on engagement, retention, and DEI initiatives