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1 - 25 Results of 65
Spotlight Preferred Member Company
Wasco County
The Dalles, Oregon, United States (on-site)
1 day ago


Our Vision: Pioneering Pathways to Prosperity

Mission Statement: Partner with our citizens to proactively meet their needs and create opportunities

 We believe that each employee makes a significant contribution to our success.  That contribution should not be limited by the assigned responsibilities.  Therefore, this position description is designed to outline primary duties, qualifications and job scope, but not limit the incumbent nor the organization to just the work identified.  It is our expectation that each employee will offer their services wherever and whenever necessary to ensure the success of our endeavors.

 The information in this document reflects a typical workweek. 

Position Title:

Human Resources Director



Working Title:

HR Director

Salary Grade:

M4 - $8,487.68 -$9,184.89/m

Reports to:

Administrative Officer

FLSA Classification:

Exempt - Administrative


Human Resources

Effective Date:


 General Position Summary:

The Human Resources Director is directly responsible for the overall administration, coordination and evaluation of the human resource function. This position ensures implementation of human resources policies, programs and procedures. Advises management and employees on issues or problems relating to human resources. Provides or oversees all areas of human resources, including; compensation, benefits, employee relations, labor relations, recruitment/affirmative action, training, employment law compliance, workers’ compensation and safety.

 Essential Functions (in a typical workweek):

JOB DUTIES NOTE: The job duties listed are typical examples of the work performed by positions in this job classification. Not all duties assigned to every position are included, nor is it expected that all positions will be assigned every duty.

  • Annually reviews and makes recommendations to executive management for improvement of the organization’s policies, procedures and practices on personnel matters.
  • • Maintains knowledge of industry trends and employment legislation and ensures organization’s compliance.
    •            Maintains responsibility for organization compliance with federal, state and local legislation pertaining to all personnel matters.
    •            Communicates changes in the organization’s personnel policies and procedures and ensures that proper compliance is followed.
    •            Assists executive management in the annual review, preparation and administration of the organization’s wage and salary program.
    •            Coordinates or conducts exit interviews to determine reasons behind separations.
    •            Consults with legal counsel as appropriate, or as directed by the Administrative Services Officer, on personnel matters.
    •            Recommends, evaluates and participates in staff development for the organization.
    •            Develops and maintains a human resource information system that meets the organization’s personnel information needs.
    •            Supervises the staff of the human resources department.
    •            Participates on committees and special projects and seeks additional responsibilities.
    •            Fosters a positive environment and works with managers and employees to address any employee relations issues.  This may include development and maintenance of recognition programs, coaching managers and department heads about how to proactively address and resolve issues, and respond promptly and professionally to investigations and grievances.
    •            Develops and maintains an effective recruitment and retention program, including a comprehensive new employee orientation process.
    •            Administers all health, welfare, and retirement benefits for employees.  This includes initial enrollment, plan design, open enrollment, FMLA/OFLA, ACA compliance, and functioning as liaison between employees and carriers.
    •            Acts as ADA Coordinator and EEO Compliance Officer for Wasco County.
    •            Offers suggestions, assists in annual planning and budgeting as part of the County’s financial processes.
    •            Effectively develops and manages the HR department’s budget.
    •            Responsible for contracting for services such as benefit contracts, legal counsel, investigations, etc.

 Secondary Functions:
•            Participates as an active party for collective bargaining (WCLEA and FOPPO) on behalf of the County.

Responsibility/Accountability: This section of the job description describes the amount and breadth of responsibility and accountability that rests with the position, including the expected results of the position, the impact on County operations and activities, and the responsibility for budget.

 Definite impact on County operations, program outcomes, and expense or budgetary outcomes.  Dollar amounts influenced typically entail a department budget for both revenue and expense, and are significant.  Responsibility for the prudent use of County assets, including material, equipment, or labor, is significant, and probably extends to multiple work units or departments.  Program and policy development, which could be significant, is also part of the job responsibilities.  Contact with the public and their perception of being well served are a major portion of the position responsibilities.

Supervision of Employees:  This section of the job description describes the supervisory responsibility assigned including the range and types of supervisory functions performed, from directing work activities and delegating assignments to coaching, counseling, making disciplinary decisions, hiring, firing, salary actions, performance appraisal, training, etc. as well as the types of employees supervised.   

Positions at this level are normally responsible for a full range of supervisory responsibilities, including providing daily work direction and making substantive recommendations regarding hiring, disciplining and terminating employees, making pay adjustments, conducting performance appraisals, approving absences, and/or making employee job/assignment changes subject to Department Head approval.  This is the first level of full County supervisory responsibility and typically would supervise nonexempt personnel doing similar types of work.  Supervisory span will usually cover a moderate number of individuals, but could be a smaller number of more specialized technicians or specialists.

Interpersonal Skills/Contacts:  This section of the job description describes the characteristics of personal interaction with others including the frequency of contacts with others, the breadth of interactions (within the County, outside the County, with vendors/contractors, dealing directly with the public, etc.), and the level of persons interacted with.  Also, included in this section is the reason for contact such as gaining cooperation; use negotiation, tact, teamwork, and sensitivity; or the likelihood of dealing with disagreeable or hostile individuals. 

Positions at this level have regular responsibility for interaction and communication with a broad range of people, both in individual and group meetings.  Contacts may be within the County structure, with various elements of the public, with other public sector organizations, or with regulators, special interest groups, or other officials.  Collaboration and cooperation must be established to accomplish assigned tasks.  Adverse consequences to the County could be significant if interactions are not handled well.  Well-defined interaction skills are required to complete job assignments and utilized continuously throughout all aspects of the position assignments.

Working Conditions:  This section of the job descriptions outlines the work environment, conditions, and hazards that are encountered in the course of assigned work.  This includes the personal risk, hazard, varying work schedules, level of interruptions, job pressure, and the need to frequently juggle priorities and work assignments.  Also, exposure to unpleasant working conditions such as high noise levels, heat or cold, inside or outside work, exposure to electricity, chemicals, poor lighting, confinements, machinery, interactions with disturbed or dangerous individuals, personal attacks, contact with contagious disease, or situations where personal safely cannot be assured.

This level has a work environment in which moderate hazards or obstacles exist.  There is some personal risk or hazard from job interactions, working environment, or job pressure.  Job conditions may be somewhat uncomfortable due to varying work environments; outside job tasks; inclement weather; exposure to chemicals, machinery, electricity, or individuals of unpredictable, possibly harmful intent, etc.  Positions where there are constantly changing priorities, constant interruptions to work flow, and constant shifts in task assignment should be placed at this level.  Work that is somewhat physically demanding and which creates a possible risk of personal injury should also be placed at this level.

Physical Requirements:  This section of the job description describes the physical effort and manual labor, such as sitting, standing, lifting, carrying, digging, operating equipment, performing with speed, etc., as well as the dexterity required to complete the job functions.  The need for travel, extended hours, and situations of physical discomfort are also outlined here.

Positions rated at this level require occasional physical effort such as light lifting, carrying, or movement, etc.  Physical capability involves use of office or power equipment where some dexterity is needed.  Movement around the workspace is not challenging, and there are little to no restrictions on mobility.

A valid driver’s license is required as an essential function of this position.

Equal access to programs, services and employment opportunities are available to all persons, in regards to age, ancestry, color disability, genetic information, gender, gender identity or expression, marital status, medical condition, military veteran status, national origin, race, religion sex (includes pregnancy, childbirth, breastfeeding and/or related medical conditions), sexual orientation, and any other basis protected by federal, state and/or local law.

In accordance with the American with Disabilities Act and/or applicable star and local laws, applicants requiring reasonable accommodation for the application and/or interview process should notify Human Resources.


Education, Experience, and Certification/Licensure:  This section of the job description outlines the education, previous experience, professional licenses, certifications, and specific skills necessary to perform the assigned work. 

Positions at this level require abilities, skills, training, and/or a knowledge base equivalent to a seasoned level professional.  Education will typically include a four-year degree and positions will typically require 3-6 years of directly related experience.  Knowledge of multiple business areas and skills are required by the positions.  Work may be in a more generalized professional role, or specialized in one particular function where in-depth understanding is required.  Capabilities include reasoning, exercise of sound judgment, ability to draw conclusions with limited information, and to forecast or envision future needs and opportunities.

Below is an outline of the specific Education type, Experience type or licensure/certification that is required for this role.  The County will also consider any equivalent combinations of the qualifying criteria.

Education and/or Experience:

  • Bachelor’s degree in Human Resources, Business Administration or related field required;
  • Five to seven years’ related experience or training, or equivalent combination of education and experience required.

Preferred Education and Experience:

  • Master’s degree preferred.
  • SHRM Senior Certified Professional (SHRM-SCP) or SHRM Certified Professional (SHRM-CP) credential.
  • PHR or SPHR certification.
  • IPMA-CP or IPMA-SCP certification.

Knowledge, Skills and Ability:

  • Knowledge of the typical structure, services, and activities which constitute a functional HR department.
  • Knowledge of the principles and practices of Human Resource administration, including benefits, compensation, employee relations/coaching, recruitment, training, labor relations, performance management, employment law compliance, safety, and workers’ compensation.
  • Appropriate use of English language in verbal and written forms, including spelling, grammar, and punctuation.
  • Ability to professionally and effectively resolve issues.
  • Ability to accurately and consistently follow instructions.
  • Ability to be appropriately assertive.
  • Ability to effectively analyze problems and use sound judgment to rectify issues and develop options.
  • Ability to be a contributory member of the management team, including advising supervisors and department heads of the possible adverse consequences of planned actions.
  • Ability to communicate clearly and concisely, both verbally and in writing.
  • Ability to establish and maintain professional relationships with internal and external contacts.
  • Proficiency with computer systems and office machines.

Job Information

  • Job ID: 69530842
  • Workplace Type: On-Site
  • Location:
    The Dalles, Oregon, United States
  • Company Name For Job: Wasco County
  • Position Title: HR Director
  • Industry: Government/Civil Service
  • Job Function: Administrative
  • Organization Type/Size: School/Government/Non-Profit
  • Job Type: Full-Time
  • Job Duration: Indefinite
  • Min Education: BA/BS/Undergraduate
  • Min Experience: 5-7 Years
  • Required Travel: 10-25%
  • Salary: $101,852.00 - $110,218.00 (Yearly Salary)

Please refer to the company's website or job descriptions to learn more about them.

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