Address
Form of workSince 1979, the Portland community has trusted Central City Concern (CCC) to help people create meaningful, long-term change. We serve more than 13,000 people experiencing or at risk of homelessness annually with affordable and supportive housing, person-centered health care, addiction recovery, and employment assistance. By providing health care, housing, and jobs, CCC is ending homelessness in Portland and helping people achieve their highest potential.
Central City Concern is hiring an HR Business Partner to join our team!
As an HR Business Partner for CCC you will challenge traditional HR systems and work with us in our relentless pursuit of true diversity and inclusion. You will support the business through leadership, consultation, employee development, labor relations, investigations, and compliance. Daily problem-solving, managing organizational change and development, and impacting social justice outcomes are just a few drivers of an HR Business Partner's work.
Responsibilities:
- Act as a single point of contact for the employees and managers in assigned departments. Ensure high-quality, consistent, and legally compliant HR support by resolving inquiries or directing to the appropriate HR team member. This requires regular travel to various CCC locations with consistent office hours at these sites.
- Manage and resolve complex employee relations issues. Respond to employee complaints and requests for support promptly.
- Provide day-to-day performance management guidance to members of management (coaching, counseling, career development, disciplinary actions).
- Assist the HR Department in developing and implementing the HR Strategic Plan.
- Bachelor’s Degree in Human Resources, Psychology, or a related field or an equivalent combination of relevant skills and experience.
- A minimum of five (5) years working in a management-level HR position is required.
- Knowledge of multiple human resource disciplines, including compensation practices, organizational development, employee and union relations, diversity,
performance management, and federal and state employment laws. - Experience with a unionized workforce is preferred.
- Advanced knowledge of employment and labor laws is required.
- Must possess a current driver’s license, access to a vehicle, and qualify as an Acceptable Driver as designated in Central City Concern’s Fleet Safety policy.
- Must pass a pre-employment drug test, TB test, and background check. DHS clearance is preferred.
- If in recovery, they must be currently clean and sober.
- Ability to effectively interact with co-workers and clients with diverse ethnic backgrounds, religious views, political affiliations, cultural backgrounds, lifestyles, and sexual orientations, treating each individual with respect and dignity.
- Generous paid time off plan beginning at 4 weeks per year at the time of hire. Accrual increases with longevity.
- Amazing 403(b) Retirement Savings plan with an employer match of 4.25% in your 1styear, 6% in the 2nd year, and 8% in your 3rd year!
- 11 paid Holidays PLUS 2 Personal Holidays to be used at the employee’s discretion.
- Comprehensive Medical, Vision, and Dental insurance coverage.
- Employer Paid Life, Short-Term Disability, AND Long-Term Disability Insurance!
- Sabbatical Program offering extended time off at years 7, 14, and 21.
Central City Concern is a second chance employer and complies with applicable laws regarding consideration of criminal background for employment purposes. Government regulations, contractual requirements, or the duties of this particular job may require CCC to conduct a background check and take appropriate action to address prior criminal convictions.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)
