Description

Prosper Portland is seeking an experienced Human Resources Supervisor to support day-to-day HR operations in a dynamic public sector environment. This working supervisor role is ideal for an HR professional with strong experience in employee and labor relations, leave and accommodation administration, performance management, training and development, HR operations, compliance, and policy support. 

This position partners closely with agency leadership, managers, supervisors, employees, and union representatives to provide responsive, consistent, and legally compliant HR services. The role also serves as a back up to the Senior Human Resources Business Partner and plays a key part in supporting investigations, labor relations, and workplace training.

Candidates with experience in public sector HR, unionized environments, and complex employee relations matters are strongly encouraged to apply. 
Join Prosper Portland and help support the people and practices behind meaningful public service. 

Applications are being accepted through May 31, 2026.
 

Summary

This position performs and coordinates a broad range of day-to-day human resources functions on a small HR team serving all levels of the agency. This is a management, working supervisor role that combines limited direct supervision of assigned HR staff with substantial hands-on responsibility for core human resources operations. Core functions of this position include employee and labor relations, leave of absence and accommodation administration, performance management, training and development, payroll liaison duties, HRIS optimization, human resources operations, policy and procedure development and administration, and compliance with applicable agency, state, and federal requirements. 

The Human Resources Supervisor partners closely with agency leadership, managers, supervisors, employees, and union representatives to provide responsive, consistent, and legally compliant human resources services. This position leads, coordinates, and supports workplace investigations and employee relations matters; leads leave and accommodation administration; supports labor relations and contract administration; develops, coordinates, and delivers staff and supervisor training programs; and serves as backup to the Senior Human Resources Business Partner as needed to ensure continuity of HR services across the agency. 

Functions and Responsibilities 

• Provides complex and sensitive human resources guidance and support to agency management and employees and makes recommendations on human resources issues that are aligned with agency policy and applicable federal, state, and local laws.
• Provides limited direct supervision, lead direction, coaching, and work coordination to assigned Human Resources staff and supports work planning, prioritization, training, development, and accountability.
• Develops and cultivates productive working relationships with staff, management, union representatives, and other stakeholders.
• Serves as backup to the Senior Human Resources Business Partner and provides continuity of service across HR functions as needed.

Employee & Labor Relations 

• Serves as a primary day-to-day Human Resources contact for managers, supervisors, and employees on employee relations, labor relations, policy interpretation, workplace concerns, and conflict resolution.
• Leads and supports employee relations matters including management coaching, corrective action support, workplace concerns, and consistent application of agency policy and practice.
• Leads the agency’s contract negotiations and supports the day-to-day administration of labor relations matters; interprets labor contract terms and provisions; advises managers and supervisors on contract administration, grievance response, investigatory processes, and represented employee issues; and assists with implementation of labor agreements.
• Builds and maintains collaborative working relationships with union leaders and represented employees, including in the resolution of grievances, concerns and continuous improvement of human resources practices affecting represented staff.
• Leads, coordinates, and supports workplace investigations and employee relations reviews involving complaints, policy concerns, misconduct allegations, retaliation concerns, and other sensitive matters; plans and conducts interviews; reviews documentation; prepares reports or findings summaries; and makes recommendations aimed at correction, restoration, prevention, and risk reduction. 

LOA/ADA 

• Leads leave administration for the agency, including coordination and administration of protected and non-protected leaves in accordance with agency policy, the collective bargaining agreement, and applicable law.
• Provides guidance to employees and managers on leave processes, monitors timelines and documentation, and helps ensure required notices, follow-up, tracking, and case management are completed appropriately.
• Leads accommodation administration and the interactive process for workplace accommodations; coordinates requests, gathers and reviews documentation as appropriate, engages with employees and management regarding functional limitations and possible accommodations, evaluates options, and supports implementation and follow-up.
• Maintains records, tracking, and documentation related to leave and accommodation cases and works to ensure consistency, timeliness, and compliance in case handling. 

Performance Management

• Administers and supports the Performance Management Program and coaches supervisors and managers on goal setting, feedback, documentation, performance improvement planning, corrective action, and employee accountability.
• Provides day-to-day coaching to managers and supervisors on performance expectations, documentation standards, employee accountability, and consistent application of performance processes.
• Assists with the development of tools, templates, guidance materials, and training to support effective, consistent, and fair performance management practices across the agency. 

Training & Development

• Leads the development, coordination, delivery, and tracking of agencywide HR and workplace trainings, including supervisor training, respectful workplace expectations, anti-harassment and anti-discrimination training, leave and accommodation process training, performance management, labor relations awareness, policy updates, and other compliance-related trainings.
• Conducts training needs assessments in collaboration with leadership and managers, develops training plans and calendars, identifies internal and external training resources, and monitors participation, completion, and effectiveness of trainings.
• Assists with the development, implementation, coordination, and evaluation of onboarding, orientation, and employee development programs for new and existing employees. 

HR Operations

• Supports the daily operation of the Human Resources Department through effective coordination of processes, timelines, communications, documentation, and service delivery.
• Assists with recruitment and selection activities, onboarding, employee benefit administration, payroll-related coordination, and other routine HR transactions in partnership with Human Resources staff and internal stakeholders.
• Organizes and supports position classification and compensation studies; communicates with employees and managers on classification and compensation processes and recommendations; and audits and prepares new or modified job analysis documents and job descriptions.
• Creates, updates, and distributes HR reports; maintains position control documents in coordination with assigned finance department staff; and supports organizational chart development and maintenance.
• Leads or supports employee recognition, engagement, and service recognition initiatives and supports the Human Resources Department and agency with special projects and other relevant duties as assigned. 

Policy & Procedures

• Advises on and assists with updates to agency HR policies, procedures, SOPs, forms, templates, and related communications.
  Helps develop, document, implement, and improve consistent HR procedures and internal practices to support effective service delivery, risk reduction, and compliance.
• Provides guidance to managers and employees on the interpretation and application of HR policies, procedures, practices, and labor contract provisions. 

Compliance 

• Helps ensure agency compliance with applicable federal, state, and local employment laws, internal policies, administrative requirements, and collective bargaining agreement obligations. 
  Monitors HR practices and processes for consistency, legal compliance, required documentation, and timely follow-through.
  Supports audits, reporting, recordkeeping, and documentation practices related to HR programs and legal compliance requirements.
  Researches and identifies best practices and innovative ideas in human resources, labor relations, leave administration, accommodations, training and development, workplace inclusion, and workplace fairness and makes enhancements to HR processes, practices, and systems. 

Payroll Liaison 

• Serves as a liaison between Human Resources, payroll, finance, managers, and employees on payroll-related matters impacting HR operations, including position changes, leave coordination, benefit deductions, and employee status changes.
• Assists with payroll-related processes, coordination, and issue resolution in partnership with payroll staff and other internal stakeholders to help ensure timely and accurate processing.
• Supports communication and follow-up related to payroll changes that arise from leave, accommodations, employment actions, or other HR transactions. 

HRIS Optimization 

• Assists with HRIS processes including system utilization, maintenance, data integrity, reporting, audits, and process improvements in collaboration with HR staff and internal partners.
• Supports HRIS optimization by identifying opportunities to improve workflows, reporting capability, data accuracy, tracking tools, and user experience related to HR processes and programs.
• Assists in testing, implementation, training, and process documentation related to HRIS improvements, enhancements, or changes. 
   

Scope

• Position operates under general direction from the Human Resources Director. Establishes work approaches and procedures consistent with department goals, agency policy, collective bargaining obligations, and legal requirements. Work is subject to review for overall results and alignment with agency expectations.
• Position makes decisions for many aspects of work that require technical expertise, initiative, independent judgment, and sound decision-making and makes recommendations for complex and politically sensitive decisions that require higher-level review or collaboration.
• Decisions and errors in work can have a significant legal, operational, employee relations, labor relations, payroll, and reputational impact to the agency.
• Work involves a high degree of complexity due to multiple competing priorities, frequent deadlines, sensitive employee and labor relations matters, leave and accommodation administration, the need to interpret and apply policy, contract language, and law, and the need to influence, educate, and support others on complex subject matter.
• Position has limited direct supervisory responsibilities for assigned Human Resources staff and may oversee the work of consultants, contractors, temporary contract workers, and/or student staff.
• Position must consistently handle and maintain confidentiality for sensitive, privileged, and private information. 

Competencies 

Putting People First, Inclusion & Collaboration

• Interpersonal Skills: Advanced ability to establish and cultivate constructive and trusting relationships and partnerships. Exercises active listening, tact, patience, discretion, and professionalism.
• Mission-Driven Service: Ability to provide excellent service by demonstrating a people-oriented mindset and willingness to help. Ability to train, coach, and provide guidance to others.
• Teamwork: Ability to work with others inclusively and collaboratively. Works to resolve conflicts, build consensus, and model professionalism across a range of situations.
• Communication: Effective use of both verbal and written communication. Ability to speak and present in public. Utilizes coaching, facilitation, negotiation, and persuasion skills. Ability to organize, simplify, and report complex data and information to a variety of audiences.
• Cultural Awareness and Reflection: Ability to learn and use culturally responsive practices to understand, communicate, and work with people across cultures and identities. Honors and embraces differences and models inclusion in interactions and decisions.
• Advancing equity: Demonstrated commitment to workplace inclusion, fairness, and access and the ability to support those principles in decision-making, service delivery, and program administration. 

Excellence, Innovation & Learning  

• Knowledge:
  • Strong knowledge of and ability to apply principles and practices of public HR including employee and labor relations, investigations, leave administration, accommodation administration, performance management, training and development, payroll coordination, HRIS support and optimization, HR operations, policy administration, and compliance.  
  • Working knowledge and proficiency with Microsoft Office, HRIS database systems, web-based platforms, and other communication and learning tools. 
  • Basic understanding of public administration.
• Technical Abilities: Ability to analyze and identify employee, operational, and organizational issues; evaluate options and reach sound conclusions; coordinate work effectively; and develop thoughtful recommendations.
• Continuous Learning: Openness to new ideas. Ability to provide and receive constructive feedback. Ability to ask for help and learn from experiences.
• Problem Solving: Applies research, analytical, and problem-solving skills. Exercises sound judgment in carrying out responsibilities. Ability to interpret and apply HR policies, labor contract provisions, and local, state, and federal law in complex circumstances.
• Adaptability: Flexibility to respond to shifting and competing work demands. Perseveres in the face of obstacles.
• Planning and Organization: Ability to organize, prioritize, coordinate, monitor, and execute projects, investigations, training programs, leave and accommodation cases, payroll liaison work, HRIS improvements, and other day-to-day operational HR functions independently.
• Accountability: Takes initiative and responsibility for actions. Follows through on commitments and meets deadlines. Maintains confidentiality as appropriate. 
   

Minimum Education, Training and/or Experience

Seven years of increasingly responsible experience in Human Resources or equivalent experience, including substantial experience in employee relations, labor relations, leave administration, workplace accommodations, investigations, performance management, training coordination or facilitation, policy administration, compliance, and day-to-day HR operations. Experience providing lead work, project coordination, or limited supervisory responsibility is helpful and valuable. An associate’s, bachelor’s, or master’s degree will substitute for up to one year of experience. Working in public sector HR and in a unionized environment that requires interpretation, implementation, and administration of a union contract is considered helpful and valuable experience. 

 
Physical Requirements

Position requires ability to remain in a stationary position for extended periods of time along with the ability to frequently move throughout the office and travel to jobsites and events. Position often uses a computer and other standard office equipment. Position must communicate and interact frequently with internal and external stakeholders regarding complex subject matter. 

 
Working Conditions

Normal working hours Monday through Friday [8 AM – 5 PM] in a combination of in-person and remote work; additional hours may be needed to meet deadlines. Attendance and participation in early morning, evening, and weekend meetings may be necessary; travel may be required to attend these meetings and events. Position will be expected to engage in conversation and personal reflection around race, racism, inclusion, and workplace fairness. 

Requirements

Seven years of increasingly responsible experience in Human Resources or equivalent experience, including substantial experience in employee relations, labor relations, leave administration, workplace accommodations, investigations, performance management, training coordination or facilitation, policy administration, compliance, and day-to-day HR operations. Experience providing lead work, project coordination, or limited supervisory responsibility is helpful and valuable. An associate’s, bachelor’s, or master’s degree will substitute for up to one year of experience. Working in public sector HR and in a unionized environment that requires interpretation, implementation, and administration of a union contract is considered helpful and valuable experience.