Description

The Director of Human Resources serves as the university’s chief human resources officer, providing strategic and operational leadership for all human resources functions at Eastern Oregon University. Reporting directly to the Vice President for Finance and Administration, this position is responsible for advancing a workplace culture grounded in equity, respect, accountability, and engagement, while ensuring compliance with all applicable multi state employment and labor laws.

This role leads all aspects of employee and labor relations, including serving as the university’s lead negotiator in faculty collective bargaining, and provides expert guidance to senior leadership on complex personnel matters, organizational effectiveness, and workforce strategy.

The Director takes a proactive, people-centered approach to fostering a positive and inclusive work environment, supporting employees, supervisors, and executive leadership alike. At the same time, the Director ensures timely, fair, and legally sound investigation and resolution of workplace concerns, maintaining institutional integrity and trust.

The Director leads the Human Resources department in delivering comprehensive, high-quality services across recruitment, benefits, compensation, performance management, training and development, and regulatory compliance.

The Director of Human Resources is essential to advancing Eastern Oregon University’s commitment to a fair, inclusive, and high-performing workplace where employees are supported to excel in teaching, advising, and service. As a key leader within Finance and Administration, the Director aligns human capital strategies with institutional priorities, strengthening employee relations, fostering a positive organizational culture, and enhancing workforce effectiveness. Through this work, the Director directly contributes to student success, enrollment, and retention, while advancing the university’s goals of equity and access, ensuring that institutional practices support both employee well-being and student achievement.

Requirements

Employee and Labor Relations (Primary Emphasis)

• Serve as the university’s lead authority on employee and labor relations, establishing strategy, policy direction, and institutional standards.
• Act as chief negotiator in faculty collective bargaining, developing negotiation strategy, representing the university, and ensuring effective implementation of agreements.
• Promote a proactive, solutions-oriented employee relations model that emphasizes early intervention, coaching, and relationship-building.
• Serve as a trusted advisor to executive leadership, mid-level managers, and employees, supporting effective communication and organizational health.
• Lead and oversee workplace investigations and grievance processes, ensuring outcomes are fair, consistent, trauma-informed, and legally compliant.
• Ensure consistent and equitable application of HR policies and collective bargaining agreements across the institution.
• Facilitate conflict resolution and mediation, strengthening trust and minimizing workplace disruption.
• Analyze workforce and workplace trends to implement strategies that enhance engagement, retention, and organizational climate.
• Ensure compliance with federal, Oregon, and multi-state employment laws and labor regulations.

Human Resources Leadership & Administration

• Lead the Human Resources department in delivering integrated, high-quality HR services aligned with institutional goals.
• Develop and implement strategic HR initiatives that support workforce planning, employee engagement, and organizational effectiveness.
• Provide expert guidance to senior leadership on organizational structure, workforce strategy, and change management.
• Oversee HR budget, staffing, and operational performance.
• Foster a collaborative, service-oriented, and accountable HR team culture.

Recruitment, Selection, and Employment

• Oversee recruitment and hiring processes to attract and retain a diverse and highly qualified workforce.
• Advise hiring managers on best practices in recruitment, selection, and onboarding.
• Develop and implement strategies to support workforce diversity and inclusion, through hiring practices, onboarding, and employee lifecycle programs.

Compensation and Classification

• Establish and recommend salary ranges, offers, and compensation adjustments.
• Monitor compensation practices for equity, compression, and market competitiveness.
• Oversee classification and position management processes.

Benefits Administration

• Direct administration of employee benefits programs including health, retirement, and insurance plans.
• Ensure compliance with PERS, PEBB, and state regulations, including those outside of Oregon.
• Provide guidance to employees on benefits and retirement options.

Equity, EEO, and Title IX Compliance (Employees)

• Develop, implement, and monitor compliance with EEO, affirmative action, and Title IX policies and programs.
• Serve as Title IX Coordinator.
• Lead investigations and ensure appropriate resolution of complaints.
• Prepare and implement the university’s affirmative action plan.

Training, Development, and Organizational Effectiveness

• Design and deliver strategic learning and development programs that strengthen employee relations, compliance, leadership capability, and inclusive workplace practices.
• Partner with leaders at all levels to build management and supervisory effectiveness, including communication, performance management, and team development.
• Advance equity-informed and inclusive practices through training, coaching, and ongoing professional development opportunities.
• Support and lead initiatives that enhance organizational effectiveness, employee engagement, and workplace culture.
• Utilize data, feedback, and assessment tools to continuously improve learning strategies and workforce development outcomes.

HR Systems, Records, and Reporting

• Maintain official personnel records and ensure data integrity.
• Ensure data integrity within HR systems, which support reporting, and analytics (e.g., IPEDS, CUPA, SAIF).
• Continuously improve HR processes, systems and service delivery.

Other Duties

• Ensure compliance with legal mandates (e.g., ADA, FMLA, HIPAA).
• Serve as hearings officer when appropriate.
• Perform other duties as assigned.