Senior Human Resource Generalist – Labor Relations & HR Operations in Portland, Oregon at Fora Health Inc

POSITION SUMMARY

Fora Health is seeking an experienced and highly collaborative Senior Human Resources Generalist to support a complex, mission-driven behavioral healthcare organization operating 24 hours a day, 7 days a week. This position serves as a strategic and operational HR partner responsible for labor relations, employee relations, workplace investigations, HR compliance, leave administration, HRIS management, and organizational culture initiatives.

The ideal candidate brings demonstrated experience supporting unionized workforces, conducting workplace investigations, administering employment policies and collective bargaining agreements, and leveraging HR technology to improve organizational effectiveness. The successful candidate will possess strong interpersonal skills, sound judgment, and the ability to build productive relationships with employees, managers, union representatives, and organizational leaders.

This position plays a critical role in supporting Fora Health's commitment to compassionate care, employee engagement, cultural inclusion, operational excellence, and regulatory compliance.

ESSENTIAL JOB DUTIES

Labor Relations & Employee Relations

• Serve as a trusted advisor to managers and employees regarding employee relations matters, performance management, workplace conduct, attendance, corrective action, and policy interpretation.
• Assist with administration and interpretation of collective bargaining agreements and labor-related policies.
• Participate in grievance investigations, labor-management meetings, and contract administration activities.
• Conduct thorough, objective, and legally compliant workplace investigations involving misconduct, attendance concerns, policy violations, discrimination, harassment, retaliation, and other employee relations matters.
• Prepare investigation summaries, findings, and disciplinary recommendations.
• Partner with leadership to ensure consistent and equitable application of organizational policies and employment practices.
• Provide coaching and guidance to supervisors regarding performance management, documentation, progressive discipline, and conflict resolution.
• Support separation processes including resignations, layoffs, and terminations.

Compliance, Leave Administration & Risk Management

• Ensure compliance with applicable federal, state, and local employment laws and regulations.
• Administer and support leave programs, including FMLA, OFLA/Paid Leave Oregon, ADA accommodations, Workers' Compensation, military leave, and other protected leaves.
• Assist with accommodation processes and interactive discussions.
• Maintain accurate personnel records and confidential employment documentation.
• Support policy development, policy interpretation, and employee handbook maintenance.
• Monitor changes in employment laws and recommend policy and process improvements.
• Assist with compliance audits and regulatory reporting requirements.

HRIS Administration & Workforce Analytics

• Serve as a primary HRIS administrator and subject matter expert, preferably utilizing Paylocity.
• Maintain employee records, organizational structures, workflows, and system integrity.
• Troubleshoot HRIS issues and partner with vendors to resolve system concerns.
• Develop, maintain, and analyze workforce reports and dashboards.
• Support compensation reporting, turnover analysis, staffing metrics, compliance reporting, and labor analytics.
• Ensure accuracy of employee data, workflows, and personnel transactions.

Organizational Culture, Inclusion & Employee Engagement

• Support organizational initiatives that promote a respectful, inclusive, and culturally responsive workplace.
• Partner with leadership to strengthen employee engagement, retention, and organizational culture.
• Assist with development and facilitation of training programs related to workplace conduct, inclusion, communication, leadership development, and compliance.
• Promote equitable employment practices throughout the employee lifecycle.
• Support employee recognition and engagement initiatives.

Talent Management & HR Operations

• Assist with recruitment, onboarding, and workforce planning activities as needed.
• Support new employee orientation and onboarding processes.
• Assist with job description development and position management.
• Support performance evaluation processes and leadership development initiatives.
• Collaborate with HR team members on special projects, strategic initiatives, and continuous improvement efforts.

ADDITIONAL JOB RESPONSIBILITIES

• Attend staff meetings as scheduled.
• Additional trainings to be completed as assigned in a timely manner.
• Special projects and other duties as assigned.
• Participate in ongoing supervision and consultation.
• Provide leadership to the teams in such a way that the work environment supports and encourages values of the agency: honesty, empathy, respect, inclusion, unity.

SUPERVISORY FUNCTIONS

This position does not have supervisory duties.

QUALIFICATIONS

EDUCATION AND EXPERIENCE REQUIRED

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field; equivalent experience may be considered.
• Minimum five (5) years of progressively responsible Human Resources experience.
• Minimum two (2) years supporting a unionized workforce and/or labor relations environment.
• Experience conducting workplace investigations and managing complex employee relations matters.
• Working knowledge of Oregon and federal employment laws.
• Experience administering leave programs, accommodations, and compliance-related HR processes.
• Demonstrated HRIS experience, including reporting and data management.
• Strong analytical, organizational, and problem-solving skills.
• Excellent written, verbal, and interpersonal communication skills.
• Proficiency with Microsoft Office Suite.

Preferred Qualifications

• SHRM-CP, SHRM-SCP, PHR, or SPHR certification.
• Experience in healthcare, behavioral health, nonprofit, or social services environments.
• Experience supporting AFSCME or similar unionized workforces.
• Experience supporting grievance administration and collective bargaining activities.
• Advanced Paylocity administration experience, including workflows, reporting, compensation, and HRIS troubleshooting.
• Experience supporting diversity, and cultural responsiveness initiatives.
• Experience supporting a 24/7 operational environment.

Core Competencies

Labor Relations Expertise

Demonstrates the ability to effectively navigate unionized environments, interpret labor agreements, and maintain productive labor-management relationships.

Employee Relations & Investigations

Conducts objective investigations and provides practical solutions to workplace concerns while balancing legal compliance and organizational needs.

HR Compliance

Maintains knowledge of employment laws and applies sound judgment in complex situations.

HR Technology & Analytics

Leverages HRIS systems and workforce data to improve decision-making, efficiency, and compliance.

Cultural Inclusion & Collaboration

Promotes an inclusive and respectful workplace while building strong relationships across diverse employee groups.

Communication & Professionalism

Communicates effectively, maintains confidentiality, and exercises sound professional judgment.

KNOWLEDGE, SKILLS AND ABILITIES REQUIRED

• Proficient in Microsoft Office Suite, specifically Outlook, Excel and Word
• Detail-oriented and organized
• Demonstrated effectiveness in presenting ideas, transmitting information, or convey concepts to individuals or groups of people of varying educational, cultural and experiential levels.
• Ability to maintain professional boundaries with patients, the community, and other staff members.
• Written and organizational skills to complete all required documentation.
• Communicates information effectively in writing and verbally
• Strong organizational skills and attention to detail
• Displays initiative and problem-solving skills
• Basic knowledge of substance-use disorders
• Marked ability to demonstrate and utilize self-awareness

OTHER REQUIREMENTS

• For employees with a history of substance use disorder, Fora Health’s policy requires certification of a minimum of six months of sobriety for this position.
• Ability to pass a pre-employment or for cause drug tests.
• Ability to pass criminal background
• Position will require some amount of regular connection to work via cell phone to answer questions and respond to internal and external contacts.

WORKING CONDITIONS

• Prolonged use of computer
• Position requires some on-call availability to respond to emergency situations during off-duty hours including via cell phone.
• Position will require some amount of regular connection to work via cell phone to answer questions and respond to internal and external contacts.
• Position generally works in an indoor office environment with infrequent travel between sites or to special events.
• Position generally works in an indoor office environment with [frequent/occasional] travel between sites or to special events.
• Possible exposure to communicable diseases with can encompass a variety of illnesses and infections, including COVID, tuberculosis, Hepatitis A, B, and C, and HIV.
• Possible exposure to upset, angry, severely traumatized, disabled or emotionally disturbed adults, adolescents, and families.
• Exposure to potentially hazardous cleaning chemicals, personal protective equipment provided.
• Fast paced, high volume work environment.