963 Best development manager Jobs in Vancouver, Washington (October 2025)

Northwest Portland Area Indian Health Board

Human Resources Manager

9 days ago

Portland

Job Description:\n\nJob Title: Human Resources Manager Reports to: Human Resources Director Initial Salary Range: $89,000 – $104,000 annually Benefits: Health, Vision, & Dental Insurance, Retirement Contributions, PTO, and Paid Holidays Classification: Salaried, Exempt Status: Full-Time (1.00 FTE), Regular w/ Benefits Location: Portland, OR JOB SUMMARYAbout the Northwest Portland Area Indian Health Board (NPAIHB) The Northwest Tribes have long recognized the need to exercise control over the design and development of health care delivery systems in their local communities. To this end, they formed the Northwest Portland Area Indian Health Board (also referred to as NPAIHB or "the Board") in 1972. Guided by a vision of "Health and Wellness for the Seventh Generation," NPAIHB is a 501(c)3 designated (non-profit) organization and Tribal organization, P.L. 93-638, under the Indian Self-Determination and Education Assistance Act (ISDEAA) serving the 43 federally recognized Tribes in the states of Idaho, Oregon, and Washington (Northwest Tribes). Tribes become voting members of the Board through resolutions passed by their governing body. Each member Tribe designates a delegate to serve on the NPAIHB Board of Directors. Led by our Board of Directors, NPAIHB's mission is to "eliminate health disparities and improve the quality of life of American Indians and Alaska Natives by supporting Northwest Tribes in their delivery of culturally appropriate, high-quality health programs and services." We have a staff of over 100 professionals dedicated to advancing Tribal health for the 7th generation in the Pacific Northwest. The NPAIHB's Strategic Plan 2020-2025 can be found here. Position Summary The Human Resources ("HR") Manager helps ensure our employees have the support, skills, tools, and work environment needed to do their best work in service of our Northwest Tribes. The HR Manager is responsible for managing employee recruitment, new hire onboarding and orientation, position descriptions, training and development, and employee engagement and retention efforts. In addition, the HR Manager provides responsive HR support and technical assistance to employees across the organization, fostering a positive and inclusive work environment where staff can thrive. The HR Manager must have strong knowledge of HR best practices, cultural awareness and sensitivity, excellent communication skills, and the ability to balance organizational priorities with individual employee needs. The HR Manager reports to the HR Director, and serves on a team of four (4) HR staff. This scope of work is housed within the Administrative Division. This position is based at NPAIHB's offices in Portland, Oregon. Local travel and/or overnight travel outside of the area is required approximately 5% of the time. Essential FunctionsOrganizational Excellence and SuccessProvides Human Resources support to all employees in alignment with the NPAIHB Strategic PlanSupports the creation and implementation of human resource capacity building and quality improvement strategies based on the needs and priorities of Northwest TribesCarries out updated Human Resources priorities throughout the year, as directed by Northwest Tribes, and through the NPAIHB Strategic Planning process and/or updated legislationProvides support to NPAIHB Personnel Committee meetings during the Quarterly NPAIHB Board of Directors Meeting (QBM) and ad hoc meetings as needed, including scheduling and coordinating meetings and calendar invitations, preparing meeting agendas, and recording meeting minutesHuman Resources Management FunctionsServes as the first point of contact for Human Resources questions, elevating serious or sensitive matters to the HR Director, and/or redirecting inquires to other staff or entities as appropriateManages full cycle of employee recruitment activities and serves as primary expert for the recruiting software platform (Rippling), including posting vacancies, conducting targeted additional recruitment efforts if needed, evaluating candidates, providing recruitment software training to hiring managers and hiring panel members, coordinating and scheduling candidate interviews, facilitating the creation and distribution of interview questions, leading candidate interviews, collecting and appropriately storing interview documentation and related records, facilitating approval of employment offers, and communicating status updates with candidates as neededManages new hire onboarding activities and oversees orientation process, including facilitating all necessary preparations in advance of the start date, and designing/revising the new employee orientation checklist and associated processes in collaboration with organizational leadership and incorporating employee feedbackLeads the NPAIHB Onboarding Committee, including coordinating and scheduling meetings, preparing and distributing meeting agendas, maintaining and updating records accessed by committee members (such as meeting notes and collaborative documents), and utilizes ongoing feedback or suggestions for improvement to make updates to onboarding processes, documents, and activities Manages formal employee performance review processes (Probationary Reviews for new hires and Annual Reviews for regular employees), including configuring reviews in the performance management software platform (Rippling), and ensuring the timely and consistent completion of reviews across the organization by implementing automated workflows, regularly tracking review due dates and completion status, providing (or facilitating) training on performance review best practices to supervisory staff, and communicating with/providing technical assistance to staff around performance review matters as appropriateIn collaboration with the HR Director and hiring managers/supervisors, creates and/or revises Position Descriptions both individually as requested, and as a collective organization-wide project approximately every 1-3 years (or as otherwise needed)Implements and manages organization-wide training and professional development programs, including creating and managing all-staff trainings, connecting employees with professional development opportunities (both internally and externally), and managing the distribution and storage of organizational training content (such as recorded presentations, slide decks, informative handouts etc.) via learning management software (such as Canvas, Blackboard, or D2L Brightspace) or and employee collaboration platforms (such as Microsoft SharePoint)Coordinates and conducts employee exit interviews with separating employees, ensuring feedback is considered when adopting and improving employee retention strategies Administrative and Compliance FunctionsMaintains well-organized filing systems for all employment related required documentation and supporting records (both electronic and hard copy) in compliance with both NPAIHB and regulatory requirements, including securely archiving files as appropriateEngages staff in the collection of pertinent data to meet reporting requirementsResponds to HR technical assistance requests and provides personnel data to staff members and appropriate external entities for grant reporting and legal/regulatory compliance purposes as neededManages the preparation and submission of Personnel Reports for both the Executive Director Update and the Personnel Committee Update at NPAIHB Quarterly Board MeetingsPrepares content for the monthly NPAIHB All-Staff Newsletter, including recognizing employee service milestones and relevant Human Resources announcements and updatesCreates and distributes Personnel Action Notice forms documenting all official employment change actions for signatures, ensuring forms are accurately completed and securely filedPrepares Purchase Orders and ensures all necessary supporting documentation is provided to Finance staff for approving and reconciling HR expenses Supports the HR Director in monitoring HR budget expenditures as to ensure spending remains on track and in alignment with annual targetsHuman Resources Support FunctionsWith cross-training, provides general back-up support to other Human Resources team members as appropriate to cover vacation leaves, attendance at professional events, or other minimal absencesSupports employee relations and performance improvement matters under the guidance of the HR Director as requestedIn collaboration with NPAIHB leadership and administrative staff, supports the planning, running, attendance management, and associated activities for regular All-Staff meetings and special events Other DutiesProvides administrative support for HR projects as neededAssists with Quarterly Board Meetings or other organization-wide events as requestedPerforms other duties as assigned by the HR Director and/or Executive Director or designeeStandards of ConductAct in service to the Tribes and Tribal communities we serveUphold the Mission, Values, and Vision of the NPAIHBMaintain the highest level of confidentiality with all NPAIHB information and documentationConsistently exhibit professional behavior and a high degree of personal and professional integrity and impartiality appropriate to the responsible and confidential nature of the positionExercise good judgment and initiative in performance of duties and responsibilitiesDemonstrate high emotional intelligence in the performance of all duties and responsibilitiesOrientation toward learning, innovation, service, and the building of second-line leadershipCommitment to building an organizational culture which centers NPAIHB's service to Tribes, promotes professional excellence, and builds an environment where employees grow and thriveCommitment to build an inclusive workplace across a range of identities and experiences, including (but not limited to) geography, age, gender identity, gender expression, sexual orientation, ethnicity, class, language, disability, religion, spiritual practices, and immigration statusSees diversity as a strength, and equity as a baselineWork in a cooperative manner with all levels of management and with all NPAIHB staffEffectively plan, organize workload, and schedule time to meet workload demandsUse reasonable judgment to consistently display professional work attire during normal business hours, and/or dress appropriately for the workday, space, or event in lieu of a formal dress codeBe present, available, and responsive for meetings and calls during regular working hoursCommit to sharing knowledge and building expertise by participating in all virtual spaces in our workplace with cameras onShow consideration by communicating effectively and building collective understandingRecognize relationships are the cornerstone of NPAIHB's work by treating all NPAIHB delegates/ alternates, partners, staff, and American Indian/Alaska Native people with dignity and respectParticipate willingly in NPAIHB activities QualificationsEducation Minimum education required*:Bachelor's Degree in Human Resources Management, Business Administration, Psychology, Communications or related field:PHR and/or SHRM-CP certification*A minimum of five (5) years of demonstrated experience managing employee recruitment, onboarding & orientation, performance review cycles, position descriptions, and training & development programs may serve as an acceptable substituteRequired Knowledge, Skills, and AbilitiesDemonstrated knowledge, discretion, tact, judgment, and overall ability in working effectively with federal, Tribal, and other professionals, and facilitating participation and partnership in the Human Resources activities across all levels of the organizationDemonstrated knowledge of HR best practices, employment law, and compliance considerations at the federal and state level (especially Oregon, as well as Washington and Idaho)Knowledge of strategies that foster workplace satisfaction, motivation, and long-term commitmentStrong recruitment skills, including sourcing, hiring, and onboarding candidates and ability to design effective, efficient, and sound hiring practicesProficiency with HRIS, applicant tracking, and performance management software systemsProficiency with computer applications (specifically Word, Excel, PowerPoint, and other Microsoft Office Suite programs)Strong technical writing skills, including good spelling and grammatical skills, and the ability to produce polished writing under a deadlineExcellent research and analysis skillsExcellent interpersonal skillsMust be sensitive to cross-cultural differences, and able to work effectively within their contextAbility to assess organizational training needs and develop engaging programs that build staff skills and foster career growthAbility to work with minimal supervision, exercise initiative, and make independent decisions and recommendationsAbility to make professional oral presentations in settings at the national, regional, and community levels, as well as in Tribal settingsAbility to complete tasks in a timely and accurate mannerAbility to travel infrequently (approximately 5% of the time)Probationary Period External applicants must agree to serve a minimum six-month probationary period during which time their employment can be terminated at will. For the purpose of evaluating job performance, internal applicants must agree to serve a minimum six-month probationary period when job duties change significantly. Work ConditionsPhysical Demands This position:Frequently involves sedentary work (exerting up to 10 pounds of force and/or a negligible amount of force to lift, carry, push, pull or otherwise move objects, including the human body)Occasionally involves light work (exerting up to 20 pounds of force and/or up to 10 pounds of force and/or a negligible amount of force to move objects) Physical Requirements This position:Consistently requires the ability to receive detailed information through oral communication and expressing or exchanging ideas or important instructions accurately, loudly, or quicklyConstantly requires working

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