Chief Development Officer - Higher Ed. jobs in Oregon

Chief Human Resources Officer

Intro and job overview: Join our KBBH team and find meaningful work, inspiring colleagues, career growth, great compensation, and excellent benefits. Located in beautiful Southern Oregon.

WHAT IS GREAT ABOUT THIS OPPORTUNITY

Vision: Sharing the power of mental wellbeing

Mission: Providing compassionate care throughout our community 

Excellent outdoor activities including, hiking, biking, kayaking, hunting, and fishing.

Welcoming community and a great place to raise a family.

SIGN ON BONUS AND RELOCATION ASSISTANCE 

• Salary: $115,384.99 – $144,231.23 DOE
• Medical Insurance 
• Dental Insurance 
• Vision Insurance
• Other Ancillary Plans
• 403 (b) Retirement Plan
• Paid Vacation & Wellness Days
• Employee Discounts
• Employee Assistance Program (EAP)
• Wellness Program

Chief Human Resources Officer Summary: Welcome to the Chief Human Resources Officer (CHRO) role! As an integral member of the KBBH Senior Executive Team, this individual ensures the agency meets both external and internal expectations and goals. The CHRO provides specialized strategic leadership and oversight for the overall administration, coordination, and evaluation of the human resources function, while also maintaining knowledge of industry trends and employment legislation to ensure ongoing agency compliance with federal and state laws related to personnel matters. The chosen candidate for this role will collaborate with external groups, regulatory agencies, and support communication activities, as a liaison and agency representative in committees, coalitions, and collaborations. This role relies on experience and judgment to plan and accomplish goals. If you are ready for a challenging and impactful position, we invite you to apply and contribute to the success of KBBH!

Chief Human Resources Officer Essential Duties and Responsibilities include but are not limited to the following: This job description is not designed to cover or contain a comprehensive listing of activities, duties, or responsibilities that are required of the employee. Duties, responsibilities, and activities may change, or new ones may be assigned at any time with or without notice.

• Identifies legal and contractual requirements and government reporting regulations and ensures their compliance.
• Identify, evaluate, and solve hiring challenges.
• Provides management training and guidance on interviewing, hiring, terminations, promotions, performance review, safety, and sexual harassment.
• Employee relation functions including; support and counseling regarding personnel and job-related conflicts.
• Ensure organization policies are administered consistently and fairly.
• Development of policies and procedures that ensure compliance with state and federal employment laws and contract requirements.      
• Responds to inquiries regarding policies, procedures, and programs.
• Administers salary administration program. 
• Administers or oversees the administration of human resource programs including, but not limited to, compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management; recognition, and morale; occupational health and safety; and training and development.
• Conducts wage surveys within the labor market to determine competitive wage rates and to ensure compliance and equity within the organization.
• Prepares budget for human resources operations.
• Prepares employee separation notices and related documentation, and conducts exit interviews to determine reasons behind separations.
• Prepares reports and recommends procedures to reduce absenteeism and turnover.
• Represents organization at personnel-related hearings and investigations.
• Contracts with outside suppliers to provide employee services, such as canteen, transportation, or relocation service.
• Ensure timely completion of employee status change and/or payroll change forms.  
• Ensures each supervisee receives a criteria-based performance evaluation at three months and six months from the date of hire and at least annually thereafter. Performance evaluations and/or performance improvement plans may be conducted more frequently.
• Ensure all supervisees have a current, written staff development plan that has been developed in conjunction with the employee’s performance evaluation.   The staff development plan identifies specific criteria to help the employee achieve performance, personal, and career goals.
• Identifies departmental staff development needs and assists in the coordination of in-service and external training to meet these needs.

Supervisory Responsibilities: Directly supervises employees assigned to the Human Resources Department. Carries out supervisory responsibilities in accordance with the organization's policies and applicable laws. Responsibilities include interviewing, hiring, and training employees; planning, assigning, and directing work; appraising performance; rewarding and disciplining employees; addressing complaints and resolving problems.

Knowledge of:  

• All aspects of employment law and human resource best practices. 
• Best practices for program development and enhancement, change management, and 
• effective supervisory/management approaches. 
• Professional and ethical guidelines as outlined by the State of Oregon. 
• Human resource concepts, practices, policies, and procedures. 
• Workplace policies and professionalism. 
• Organizational structure, workflow, and operating procedures. 
• Organizational sensitivity regarding complex relationships with federal, state, and local agencies, government entities, and personnel. 

Skills/Abilities to:  

• Read, analyze, and interpret related professional periodicals, journals, financial reports, technical procedures, or government regulations.   
• Apply principles of logic or scientific thinking to a wide range of intellectual and practical problems. 
• Communicate effectively and positively, both orally and in writing, with a wide range of individuals and constituencies.   
• Deal calmly and effectively in high stress environments, effectively diffuse tense situations. 
• Work cooperatively and effectively with others to set goals, resolve problems, and make decisions that enhance organizational effectiveness. 
• Relate to staff in a genuine and honest manner that demonstrates respect for all opinions and ideas. 
• Work with diverse individuals and groups on complex issues and demonstrate professional and political aptitude. 
• Use sound judgment, make efficient and thoughtful decisions, and act with integrity. 
• Maintain confidentiality. 

Chief Human Resources Officer Education and/or Experience: Must meet the requirements to qualify:

Required

• Bachelor’s degree in human resource management, human relations, organizational management, or related field; or equivalent combination of education and experience. 
• 10 years of progressively responsible professional human resources management experience; including recruitment, selection, classification/compensation, benefits, employment law, strategic planning, and policy development with at least 5 years of manager or director level responsibilities in a mid to large size organization. 
• Experience with budget development and position control procedures.  

Preferred

• Certification as a Human Resource professional (SHRM or HRCI certification) 
• Human resource experience in the non-profit sector strongly

Other Considerations: Klamath Basin Behavioral Health celebrates diversity and is committed to creating inclusive and equal access to all individuals regardless of race, color, religion, ethnic or national origin, gender, genetic information, age, disability, sexual orientation, gender identity, gender expression, and veteran's status. or any other basis covered by appropriate law. Our employment decisions are based on qualifications, merit, and agency need.