Human Resources Manager

Job description

Position Description

Position Title Human Resources Manager

Secondary Title

Group / Grade K

Classification Managerial/Supervisory Work Location All Campuses

Overtime Eligible Exempt Division People, Culture, & Safety

Differentials N/A Department Human Resources

Reports To Director of HR, Payroll, & Student Employment Services

Supervision Received Works under the direction of the Director of HR, Payroll & Student Employment Services.

Supervisory Responsibility Supervises Classified, Student, and/or Temporary Staff.

Position Summary

The HR Manager leads daily HR operations that help the College attract, welcome, develop, and retain employees. The position supervises assigned staff and oversees recruitment, onboarding, employee development, performance evaluation processes, and personnel records. In partnership with the Director, the manager strengthens HR services, supports employees and supervisors, and turns feedback and data into practical improvements. The position also supports the Director with employee relations matters as assigned.

Examples of Duties - Essential Functions Primary Responsibilities

1. HR Operations and Supervision

• Leads assigned HR functions, establishes priorities, and coordinates staff workloads to provide timely, accurate, and responsive service.
• Supervises assigned staff, including hiring, training, coaching, performance evaluation, and professional development.
• Partners with the Director and CHRO on departmental planning, resource needs, and improvements to HR services, systems, and procedures.
• Reviews job descriptions and position analysis questionnaires with employees and supervisors and supports classification reviews as assigned.
• Supports the Director with employee relations matters as assigned, including research, information gathering, documentation, and related follow-up.
• Monitors employment law and regulatory developments, recommends changes to HR practices, and supports implementation of new requirements.

2. Recruitment and Onboarding

• Oversees recruitment, selection, and hiring processes; advises hiring managers and search committees and supports hard-to-fill recruitments.
• Develops recruitment strategies, outreach partnerships, and marketing with campus partners to attract qualified applicants and communicate the College’s value as an employer.
• Reviews postings and advertisements and oversees screening and pre-employment requirements for consistency with established procedures.
• Administers the applicant tracking system and guides users through system and process changes.
• Coordinates onboarding with HR staff and hiring departments to help new employees make a successful transition to the College.
• Evaluates recruitment results and manages related vendor services and budget proposals.
• Serves as the ADA coordinator for applicants, coordinates accommodations throughout recruitment and selection, and provides backup to the Payroll Manager for employee ADA coordination as assigned.

3. Employee Development and Performance

• Works with HR leadership and campus partners to identify development needs and coordinate employee and supervisor training.
• Develops and delivers HR-related training and evaluates its effectiveness.
• Administers the employee training system, coordinates required training, and monitors completion.
• Oversees college-wide employee evaluation processes, including schedules, communications, system administration, and completion tracking.
• Provides tools and guidance to help supervisors give effective feedback, establish goals, and complete meaningful evaluations.

4. Employee Engagement and Retention

• Coordinates employee surveys and stay interviews, analyzes feedback and turnover trends, and recommends improvements to the employee experience.
• Works with HR leadership and campus partners to implement engagement and retention initiatives.
• Coordinates employee recognition and appreciation programs and supports divisional events that build connection and an inclusive workplace.

5. Personnel Records and HR Systems

• Oversees personnel actions and employee records to ensure accurate, timely processing and appropriate confidentiality, security, and retention.
• Responds to HR questions, explains policies and procedures, and connects employees and supervisors with appropriate resources.
• Prepares HR reports, supports audits, and uses findings to improve data quality and processes.
• Coordinates HR records requests, including document collection, review, and assistance with redaction in consultation with the Director.

6. Other Duties as Assigned

• Participates in college committees as assigned.
• Engages in professional growth opportunities.
• Performs other duties as assigned.

Institutional Expectations

• Demonstrates our core values of integrity, collaboration, diversity, equity, and inclusion, sustainability, and courage.
• Actively contributes to a culture of respect and inclusivity by collaborating effectively with students, colleagues, and the public from diverse cultural, social, economic, and educational backgrounds.
• Participates in recruitment and retention of students at an individual and institutional level in promotion of student success.
• Embraces and leverages appropriate technology to accomplish job functions.
• Provides high quality, effective service through learning and continuous improvement.

Screening Criteria Qualifications & Additional Position Information

1. Minimum Qualifications

• Education – A Bachelor’s degree in Human Resources, business administration, or a related area is required.
• Experience – A minimum of five years of progressively responsible Human Resources experience, including talent acquisition, is required.

Only degrees received from an accredited institution will be accepted: accreditation must be recognized by the office of degree authorization, US Department of Education, as required by ORS 348.609. Final candidate will be required to provide official transcripts for required degree.

Any satisfactory equivalent combination of education and experience which ensures the ability to perform the essential functions of the position may substitute for the requirement(s). Please see our Applicant Guide for more information on education/experience equivalency guidelines.

2. Preferred Qualifications

• Professional HR Certification from the Human Resources Certification Institute (HRCI), such as PHR or SPHR, or Society for Human Resources Management (SHRM) such as CP or SCP.
• Experience in managing and developing staff performing a variety of HR functions.
• Experience in public-sector, higher education, or unionized work environment.
• Master’s degree in Human Resources or related field.

3. Essential Knowledge, Skills, & Abilities (Core Competencies)

• Knowledge –Comprehensive knowledge of strategic human resources management, including organizational behavior, workforce planning, and talent management; expert knowledge of modern recruitment practices and platforms, including social media recruitment, applicant tracking systems, and proactive sourcing techniques; knowledge of employee onboarding, training and development, performance evaluation, and employee engagement practices; familiarity with federal and state employment laws affecting human resources functions; proficiency in analyzing HR metrics to guide decisions and improve processes; knowledge of budgeting, fiscal management, and resource allocation within HR functions.
• Skills – Strong leadership skills with the ability to motivate, direct, and develop a team of HR professionals; excellent verbal and written communication skills for writing reports, conducting presentations and training, and communicating effectively with all levels of the organization; strong analytical and problem-solving skills to address complex HR challenges and improve processes; planning, organization, and time management skills; skill in using HR information systems, recruitment software, and common office software such as Microsoft Office Suite.
• Abilities – Ability to develop and implement recruitment strategies and HR initiatives that align with the College’s strategic objectives; adapt to changing priorities and maintain effective performance under pressure; exercise sound judgment and maintain confidentiality; build effective relationships with employees, supervisors, external partners, and potential candidates; and provide excellent customer service that supports a positive candidate and employee experience and promotes a positive image of the College.

4. Other Requirements

• For assignments requiring operation of a motor vehicle, possession of a valid Oregon Driver’s License or the ability to obtain one within 30-days of employment, and maintenance of an acceptable driving record are required.

5. Remote Work Options (see AP 7239 Working Remotely for more details)

• This position functions as an in-person work arrangement, working on-campus with either a set schedule or flexibility depending on operational needs.

6. Physical Demands The physical demands listed below represent those that must be met by an incumbent to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with qualified disabilities to perform the essential functions.

• Work primarily involves sitting at a computer, reviewing documents, and participating in meetings. Frequent manual dexterity and coordination are required for keyboarding, mouse use, and the operation of standard office equipment. Talking and listening occur during consultations, supervision, training, and meetings. Walking, standing, bending, stooping, kneeling, and reaching occur infrequently. The position requires infrequent lifting or moving of files, supplies, and other materials weighing up to 15 pounds. Extended sitting may occur, generally with opportunities to change position.

7. Working Conditions The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

• While performing the duties of this position, the employee is primarily working indoors in an office environment. The employee is not exposed to hazardous conditions. The noise level in the work environment is usually moderate, and lighting is adequate.

Additional Posting Information This is a full-time Exempt/Managerial (100%, 246 days/year) position in the Human Resources department. Starting compensation will be based on Grade K of the 2026-27 salary schedule, in accordance with initial placement per the current Management, Administrative, and Confidential Employee Handbook. Consideration will be given to related experience and educational achievements; however, placement within the salary range is generally not expected to exceed the midpoint.

The College schedules 15 unpaid closure days annually, separate from paid holidays and applicable leave. Annual compensation reflects these unpaid days and is typically based on 1,968 standard hours for a full-time, year-round position, prorated according to the position’s authorized percentage.

Position will remain open until filled, with screening scheduled to begin November 16, 2026. Applications received after the screening date are not guaranteed review. Documents required for submission include a cover letter and resume. Applications missing any of the listed required documents may be considered incomplete and ineligible for further review.

Opportunity Starts Here – with people who bring curiosity, creativity, and care to their work. At Rogue Community College, we strive to hire and support employees who enrich our community and bring fresh perspectives to our work. Together, we’re creating a welcoming environment where people feel valued and respected, and where innovation grows.

We value the many ways people gain experience and develop skills. If your background doesn’t align perfectly with every qualification, we still encourage you to apply. You might be just what we’re looking for.

Candidates with disabilities requiring accommodation and/or assistance during the hiring process may contact Human Resources at 541-956-7329. Only finalists will be interviewed. All applicants will be notified by email after final selection is made. Final candidate will be required to show proof of eligibility to work in the United States. For positions that require a degree, only degrees from an accredited institution will be accepted; accreditation must be recognized by the Office of Degree Authorization, US Department of Education, as required by ORS 348.609.

Public Service Loan Forgiveness Rogue Community College is considered a qualifying public employer for the purposes of the Public Service Loan Forgiveness Program. Through the Public Service Loan Forgiveness program, full-time employees working at the College may qualify for forgiveness of the remaining balance on Direct Loans after 120 qualifying monthly payments under a qualifying repayment plan. Questions regarding your loan eligibility should be directed to your loan servicer or to the US Department of Education.

Rogue Community College does not discriminate in any programs, activities, or employment practices on the basis of race, color, religion, ethnicity, use of native language, national origin, sex, sexual orientation, gender identity, marital status, veteran status, disability, age, pregnancy, or any other status protected under applicable federal, state, or local laws. For further policy information and for a full list of regulatory-specific contact persons, visit the following webpage: www.roguecc.edu/nondiscrimination.

Benefits

Benefits include family medical, dental, and vision Insurance; employee life insurance ($40,000); pro-rated paid vacation, holidays, sick leave and contract leave; membership in PERS/Oregon Public Service Retirement Plan (OPSRP) when eligible; 12-credit tuition waiver per quarter, and eligibility for professional growth funds.