CIS is recruiting a Senior HR Business Partner

Recruitment opened: August 5, 2025

Recruitment closes: August 21, 2025, at noon.

Salary Range: $122,635 to $149,731

Job Location: You will be required to work at least 3 days per week in our Wilsonville Office with an option for up to 2 remote days per week from your Oregon residence.

You must apply using our online application system (governmentjobs.com) to be considered for an interview, and to request Oregon Veterans Preference consideration.

Tentative Interview Schedule:

• August 27, 2025: First interviews
• September 4, 2025: Second interviews
• September 11, 2025: Finalist interview

Interested in Joining CIS? Here’s What to Do Next:

Applying is easy! CIS uses a “quick apply” process — simply submit your resume and answer a few brief questions through our GovernmentJobs.com application system.

To learn more about this opportunity and about working at CIS, visit our Careers Page.

Senior HR Business Partner – Imagine Yourself in This Role:

The Senior HR Business Partner is a strategic and hands-on leader who provides full-spectrum HR support across the organization. As a department of one and reporting to CIS’ Administrative Officer, you will help shape and drive HR strategy and operations at CIS.

This is a high-impact role requiring sound judgment, strong collaboration skills, and the ability to independently make informed HR decisions that support the entire organization.

Key Responsibilities:

• Strategic Initiatives – Support action items in org-wide initiatives and plans.
• Career Development – Support and assist employees in their growth.
• Performance Management – Administer the performance evaluation system.
• Recruitment & Selection – Manage full-cycle hiring processes.
• Employee Relations – Consult with managers on employee issues.
• HRIS – Implement and manage HR systems. CIS currently uses NEOGOV.
• Leave & Accommodations – Administer medical leave and accommodations.
• Classification & Compensation – Maintain systems and conduct pay equity analyses.
• Data Analysis – Evaluate HR metrics and recommend organizational improvements.
• Employee Benefits – Administer programs and provide guidance.
• Policies & Handbook – Keep employment policies current and legally compliant.
• Job Descriptions – Create and maintain accurate job descriptions.

Why Choose CIS?

Join a team where your work makes a difference in Oregon’s communities.

CIS offers:

• Meaningful work and mission
• Job stability
• 100% employer-paid PERS retirement
• 90% of health insurance premiums covered
• Regular salary increases
• Support for professional growth
• A respectful, inclusive, and collaborative culture

CIS is a nationally recognized leader in risk pooling and trust management. We live our values — service, stewardship, integrity, innovation, collaboration, and equity — in service to local governments and to each other. With an average employee tenure of 7 years, we believe in investing in your success, whether you have been with us for two years or twenty.

We would be honored to have you on our team.

Essential competencies of this job are described below. They may be subject to change at any time. The omission of specific statements of duties does not exclude them from the position, if the work is similar, related, or a logical assignment to the position. The job description does not constitute an employment agreement between the employer and employee and may be changed by the employer at any time.

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions, provided that an accommodation(s) does not create an undue hardship for the employer, remove an essential job function, and/or create a direct safety threat to the individual or others.

GENERAL POSITION SUMMARY:
Under the direction of CIS’ Administrative Officer:

The Senior HR Business Partner provides a wide range of human resources consultative and technical assistance to CIS Functional Business Units (FBUs), including recruitment and selection of employees, policy development and execution, development and maintenance of the classification and compensation system, the performance evaluation system, salary surveys, and/or organizational development analysis.

The HR Senior Business Partner is expected to work under minimal supervision, regularly contribute ideas, make decisions, and take human resources actions.

ESSENTIAL FUNCTIONS:
Temporary modifications to provide reasonable accommodations or transitional work assignments do not waive any of the essential functions for this position.

Driver’s License
The ability to drive is an essential job function and it is related to a business purpose.

The following information may not be all-inclusive:

Assessments, Analytics and Strategic Planning

• Identify short and long-term human resources planning needs.
• Identify, design, and deliver human resources strategies, and processes to support CIS strategic plan, vision, mission, and values.
• Perform human resources assessments and evaluations, such as assessing and evaluating new salary schedules.
• Recommend classification and compensation, human resources programs, projects, policies, and processes to CIS’ Administrative Officer.
• Recommend current and future best practice improvement models, diagnostic tools, and organizational approaches and content.
• Remain current on latest human resources developments, changing workforce issues, and trends.
• Use data-driven analytics to evaluate and interpret human resources information, creating reports for use by management.

Classification, Compensation, and Benefits

• Create and maintain job descriptions.
• Evaluate and maintain CIS’ classification and compensation system, using approved methodology and market studies.
• Facilitate, calculate, and maintain Pay Equity using approved methodology.
• In collaboration with others, develop training and development programs for staff.
• Update and maintain the Salary History spreadsheet.

Budgeting

• Prepare and manage annual Human Resources budget.

Accommodations and Family Leave

• Process employee-protected leave, such as Oregon Paid Family Leave, FMLA, and OFLA.
• Manage employee accommodations.

Disciplinary Matters

• Consult on employee disciplinary matters, as requested by the Administrative Officer or other CIS managers.

Project Management

• Serve as project manager for human resources projects, such as new software programs, and continuity planning.

HR Policies, Documents, Forms, and Processes.

• Create and/or revise personnel forms and documents.
• Create Personnel Action Forms (PAFs).
• Implement temporary policies in response to specific situations such as the COVID pandemic.
• Keep employee handbook updated, and current with personnel law.
• Maintain required employee bulletin board postings.
• Provide information on, and interpretation and application of, CIS’ employment policies and practices, statutes, and rules, to employees, managers, and supervisors.
• Review DMV license activity; follow-up with employees, as appropriate.

Personnel Records

• Maintain personnel records.

Performance Evaluations

• Maintain performance evaluation process.

Onboarding and Offboarding

• Employees: Facilitate and maintain the processing of new hire onboardings, and employee terminations, and retirements (offboarding).
• Supervisors and Managers: conduct supervisor and manager onboarding.

Recruitment (NEOGOV)

• Collaborate with CIS’ Administrative Services Manager for assistance in completing recruiting activities, as needed.
• Conduct job candidates’ background and reference checks.
• Facilitate recruitments.

Employee Healthcare Benefits

• Facilitate and process benefits open enrollment for CIS employees.
• Create an annual VEBA contribution report and send it to Payroll.
• Update salary or other personnel information in benefits enrollment system.

HRIS (NEOGOV)

• Implement, improve, and maintain use of HRIS systems.

Employee Relations

• Coordinate with CIS’ Administrative Services Manager to order gift baskets for employees who experience an injury or illness that causes them to miss work, for a death in the family, or when an employee has a new baby.
• Maintain birthday and work anniversary spreadsheet for use by CIS’ Administrative Services Manager.
• Respond to employee HR inquiries.

CIS’ Annual Conference

• Participate in CIS ’Annual Risk Management Conference.

EDUCATION, CERTIFICATION, CERTIFICATES, KNOWLEDGE & EXPERIENCE:
Education and experience requirements listed are minimum standards. Other equivalent combinations of education, certifications, training, and experience may be considered.

Education: Bachelor’s degree

Knowledge:

• Analyze issues and make recommendations for solutions.
• Creating and presenting training.
• Demonstrate appropriate decision-making skills.
• Experience using HR information systems.
• Develop and display calculations and statistical analyses to effectively communicate issues.
• Develop reports that include technical information.
• Excellent writing, facilitation, presentation, and interpersonal communications.
• Exercise time management skills, balance multiple priorities, and consistently meet timelines and due dates. Maintain required work hours and attendance.
• Federal and state laws and regulations including Paid Family Medical Leave, OFLA, FMLA, EEO, ADA, and related human resources and benefits laws.
• Human behavior, performance, learning and motivation, assessment methods.
• Maintain confidentiality in human resources matters.
• Methods and techniques of statistical research, market research, analysis, and reporting.
• Negotiate, persuade, and influence individuals and groups.
• Principles and practices of job analysis, performance planning, training and organizational development, recruitment and selection, labor/employee relations, and compensation
• Principles, practices and procedures of human resources and personnel administration.
• Project and program management; must be able to juggle two to three projects simultaneously and manage time efficiently. Demonstrated expertise in needs analysis, design, development, delivery and evaluation of impactful human resources projects and programs.
• Read, interpret, and enforce laws, rules and regulations relating to the human resources function.
• Respect, seek to understand, and value individual differences to foster and support a diverse and inclusive workplace.
• Speak and present effectively in front of large groups.
• Strong planning and execution skills, driven to produce on time, with excellent quality.
• Sufficient command of financial and other data, to understand business issues.
• Team-based collaborative interpersonal style, effective with all levels of employees in diverse roles.

Certificates: None

Certifications: Minimum of one, HR-related certification

Licenses: Valid driver’s license; employee must maintain a safe driving record while employed with CIS.

Experience: 5 or more years’ experience

SPECIAL QUALIFICATIONS:

• AWI – AWI-CH.
• DMEC – CLMS.
• HRCI - PHR or SPHR.
• IEA – CPDM.
• IPMA - HR Certification.
• SHRM – SCP.

NON-ESSENTIAL JOB FUNCTIONS:

• Other duties as assigned.

CIS VALUES
CIS has identified shared values to guide staff. These values provide the lens through which we expect you to work:

• Service: We maintain an unwavering commitment to provide exceptional service, solutions, and support.
• Stewardship: We exercise fiscal discipline and safeguard resources with prudence, protection, and care for our members and the communities they serve.
• Integrity: We strive for alignment between our actions, words, and values. We seek consistency in our interactions, behaviors, and decisions.
• Innovation: We are forward thinking – embracing fresh ideas and seeking new ways to help our members navigate changes and improve services.
• Collaboration: We listen to and work with members and partners. We engage in cross-departmental teamwork to maintain high productivity and achieve our mutually shared goals.
• Equity: We strive to build diverse teams and foster a respectful, inclusive environment where contributions are recognized, authenticity is encouraged.

CIS WORK STANDARDS:

• Regular attendance and punctuality.
• Speak and act truthfully.
• Conduct oneself with integrity, character, and trustworthiness.
• Exhibit self-control.
• Detail-oriented.
• Thorough when completing work tasks.
• Accept constructive criticism.
• Calmly and effectively process high stress situations.
• Reliable, responsible, and dependable.
• Willingness to take on responsibilities and challenges.
• Communicate effectively both verbally and in writing with supervisors, managers, coworkers, and other individuals inside and outside CIS.
• Exhibit professional manner in dealing with others and work to maintain constructive working relationships.
• Work effectively and relate well with others inside and outside CIS.

PHYSICAL DEMANDS OF THE POSITION/WORKING CONDITIONS:
CIS is committed to complying fully with the Americans with Disabilities Act (ADA) and Oregon’s Disability Accommodation and Discrimination laws. We are also committed to ensuring equal opportunity in employment for qualified persons with disabilities. CIS will make reasonable efforts to accommodate a qualified applicant or employee with a known disability, unless such accommodation creates an undue hardship on CIS’ operations, or a safety risk to employee or coworkers, or removes an essential job function. Employees should request an accommodation as soon as it becomes apparent that a reasonable accommodation may be necessary, to enable the employee to perform the essential duties of a position, or to participate in the employment process. To discuss an accommodation request, please contact a CIS HR representative.

The factors described herein are representative of, but not all-inclusive of, those that must be met by an individual to successfully perform in the position.

Physical
Please contact Administrative Officer for this information.

Environment
Work is performed in a climate-controlled office environment.
WORK SCHEDULE:
CIS has a 37.5-hour workweek. Unless otherwise approved by the Department Manager and Supervisor, the typical schedule is Monday – Friday falling between the hours of 8:00 a.m. and 5:00 p.m.

Frequent work outside of typical office hours, as necessary.

The home office for this position is CIS’ main office. At the discretion of the Executive Director, the home office may be designated as another office.

This position includes regular travel to meetings, training, conferences, employee events and the CIS’ Annual Conference; travel may include two or more nights of overnight travel.
MINIMUM QUALIFICATIONS
Education and experience requirements listed are minimum standards. Other equivalent combinations of education, certifications, training, and experience may be considered.

Experience with, and knowledge of:

Assessments, Analytics and Strategic Planning

• Identifying short and long-term human resources planning needs.
• Identifying, designing, and delivering human resources strategies, and processes to support CIS strategic plan, vision, mission, and values.
• Performing human resources assessments and evaluations, such as assessing and evaluating new salary schedules.
• Recommending classification and compensation, human resources programs, projects, policies, and processes to executive manager.
• Recommending current and future best practice improvement models, diagnostic tools, and organizational approaches and content.
• Remaining current on latest human resources developments, changing workforce issues, and trends.
• Using data-driven analytics to evaluate and interpret human resources information, creating reports for use by management.

Classification, Compensation, and Benefits

• Creating and maintaining job descriptions.
• Evaluating and maintaining CIS’ classification and compensation system, using approved methodology and market studies.
• Facilitating, calculating, and maintaining Pay Equity using approved methodology.
• Developing training and development programs for staff.
• Updating and maintaining salary database.

Budgeting

• Preparing and managing annual Human Resources budget.

Accommodations and Family Leave

• Processing employee-protected leave, such as Oregon Paid Family Leave, FMLA, and OFLA.
• Managing employee accommodations.

Disciplinary Matters

• Employee discipline.

Project Management

• Serving as project manager for human resources projects, such as new software programs, and continuity planning.

HR Policies, Documents, Forms, and Processes.

• Creating and/or revising personnel forms and documents.
• Creating Personnel Action Forms (PAFs).
• Implementing temporary policies in response to specific situations such as the COVID pandemic.
• Keeping employee handbook updated, and current with personnel law.
• Maintaining required employee bulletin board postings.
• Providing information on, and interpretation and application of, CIS’ employment policies and practices, statutes, and rules, to employees, managers, and supervisors.
• Reviewing DMV license activity; follow-up with employees, as appropriate.

Personnel Records

• Maintaining personnel records.

Performance Evaluations

• Maintaining performance evaluation process.

Onboarding and Offboarding

• Employees: Facilitating and maintaining the processing of new hire onboardings, and employee terminations, and retirements (offboarding).
• Supervisors and Managers: Conducting supervisor and manager onboarding.

Recruitment (NEOGOV)

• Collaborating with executive manager for assistance in completing recruitment activities.
• Conducting job candidates’ background and reference checks.
• Facilitating recruitments.

Employee Healthcare Benefits

• Facilitating and processing benefits open enrollment for employees.
• Creating annual VEBA contribution reports.
• Maintaining salary or other personnel information in benefits enrollment system.

HRIS (NEOGOV)

• Implementing, improving, and maintaining HRIS software.

Employee Relations

• Facilitating gift baskets.
• Responding to employee HR inquiries.

CIS’ Annual Conference

• Participating in organizational conferences.

EDUCATION, CERTIFICATION, CERTIFICATES, KNOWLEDGE & EXPERIENCE:
Education and experience requirements listed are minimum standards. Other equivalent combinations of education, certifications, training, and experience may be considered.

Education: Bachelor’s degree

Certificates: None

Certifications: Minimum of one, HR-related certification

Licenses: Valid driver’s license; employee must maintain a safe driving record while employed with CIS.

Experience: 5 or more years’ experience

SPECIAL QUALIFICATIONS:

• AWI – AWI-CH.
• DMEC – CLMS.
• HRCI - PHR or SPHR.
• IEA – CPDM.
• IPMA - HR Certification.
• SHRM – SCP.

Applying is easy! CIS uses a “quick apply” process — simply submit your resume and answer a few brief questions through GovernmentJobs | City, State, Federal & Public Sector Jobs

To learn more about this opportunity and about working at CIS, visit our Careers Page