Description
Join us as a Human Resources Business Partner!
Prosper Portland is seeking a collaborative, strategic, and people-centered Human Resources Business Partner (HRBP) to help shape the future of our workforce.
As the HRBP, you’ll play a critical role in supporting our staff, strengthening our labor partnerships, and embedding our commitment to Inclusive Culture & Belonging into every aspect of HR. You’ll be a trusted advisor to managers and employees, navigating the complexities of a unionized, public-sector environment while leading HR initiatives that foster fairness, access, and innovation.
What You’ll Do
Partner with managers and union representatives to ensure fair and consistent labor relations practices.
Drive recruitment, onboarding, performance management, and employee engagement strategies.
Lead HR projects that modernize processes and advance Inclusive Excellence.
Administer benefits, leaves, and compliance programs with accuracy and care.
Promote professional growth, belonging, and equitable opportunities for all staff.
What We’re Looking For
A relationship-builder who thrives in collaboration.
Knowledge of public sector HR practices and collective bargaining agreements.
Strong recruitment techniques, project management, problem-solving, and communication skills.
A champion of inclusion, fairness, and employee engagement.
Why Prosper Portland?
We are the City of Portland’s economic development agency, driven by the belief that shared prosperity, equity, and inclusion strengthen our city. Joining our team means making a direct impact on Portland’s future—while working in a supportive, hybrid, and mission-driven environment.
Position Summary
The Human Resources Business Partner (HRBP) provides comprehensive HR support across recruitment, onboarding, employee relations, benefits, compliance, performance management, HR systems, and project management. Operating within a public-sector, unionized environment, this role serves as a strategic partner to managers and employees, requiring strong collaboration, policy interpretation, and stakeholder engagement skills. The HRBP also champions the organization’s commitment to Inclusive Culture & Belonging, embedding equitable, respectful, and collaborative practices into all HR services and programs.
Note: Position is open until filled. For first consideration, please apply by October 6, 2025.
Functions and Responsibilities
Labor Relations & Union Environment
- Partner with managers and union representatives to ensure consistent interpretation and application of collective bargaining agreement.
- Assist in responding to grievances, preparing for arbitration, and resolving workplace matters collaboratively.
Inclusive Culture & Belonging / Inclusive Excellence
- Lead and support initiatives that foster a workplace where all employees feel respected, valued, and able to contribute fully.
- Integrate Inclusive Excellence into HR practices, ensuring recruitment, performance management, and policy development reflect fairness and accessibility.
- Collaborate with managers and staff to identify and remove systemic barriers to engagement, retention, and advancement.
Employee Lifecycle & Engagement
- Manage full-cycle recruitment, onboarding, and orientation, ensuring equitable and inclusive processes.
- Provide HR consultation to employees and managers regarding policies, workplace issues, and conflict resolution strategies.
Benefits, Leave & Compliance
- Administer employee benefit programs, including health, retirement, and leave plans.
- Oversee leave programs (FMLA, OFLA, ADA, etc.) in compliance with laws, agency policies, and union agreements.
- Ensure adherence to all applicable federal, state, and local employment regulations.
HR Systems, Analytics & Reporting
- Maintain accurate employee records in the HRIS and prepare required compliance and workforce reporting.
- Analyze HR data to provide insights for organizational strategy and operational decision-making.
Performance & Development
- Support the performance management process by equipping managers with tools, resources, and training for equitable evaluation.
- Facilitate professional development opportunities and learning programs that strengthen workforce capacity and engagement.
HR Project Management
- Lead HR-related projects from planning to completion, ensuring alignment with organizational priorities and Inclusive Culture goals.
- Collaborate with cross-functional teams to improve HR programs and drive operational efficiency.
Policy Support & Collaborative Governance - Develop, review, and interpret HR policies to ensure clarity, compliance, and alignment with organizational values.
- Facilitate transparent and participatory policy review processes that engage diverse stakeholders.
Scope
The Human Resources Business Partner operates as a trusted advisor to employees, managers, and leadership, impacting recruitment, retention, engagement, and workforce development across the agency. The role requires balancing organizational priorities with collective bargaining obligations and ensuring practices align with the agency’s commitment to Inclusive Culture & Belonging. The HRBP contributes to agency-wide projects, labor relations strategies, and HR initiatives that shape workplace culture and organizational effectiveness.
Competencies
Putting People First, Inclusion & Collaboration
- Interpersonal Skills: Builds trust and rapport across roles and levels; shows empathy, tact, and effective conflict resolution.
Mission-Driven Service: Centers community impact and Prosper Portland’s mission; delivers equitable, responsive public service. - Teamwork: Collaborates across teams and with stakeholders; shares information, supports colleagues, and achieves collective goals.
- Communication: Communicates clearly and timely; tailors messages to audience; practices active listening and transparent updates.
- Cultural Curiosity and Reflection: Seeks to understand diverse perspectives; reflects on personal bias; practices cultural humility.
- Advancing Equity: Applies an equity lens to decisions, policies, and programs; identifies and removes barriers to inclusion and access.
Excellence, Innovation & Learning
- Knowledge: Demonstrates subject-matter expertise (HR, labor relations, employment law, compensation/benefits, and agency policies)
- Continuous Learning: Pursues professional growth; uses data and feedback to improve processes and outcomes; stays current on best practices and law.
- Adaptability: Navigates change and ambiguity; adjusts priorities, approaches, and workflows to meet evolving needs.
- Planning and Organization: Plans and manages projects; sets milestones, tracks progress/metrics and delivers on time and within scope.
- Accountability: Acts with integrity and confidentiality; meets commitments, owns outcomes, and complies with policy and law.
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. Position often uses a computer and other standard office equipment. Position must communicate and interact with internal and external stakeholders often regarding complex issues.
Working Conditions
Normal working hours Monday through Friday [8 AM – 5 PM] in a combination of in-person and remote work; however, additional hours will regularly be needed to meet deadlines. Employees are required to work in-person every Tuesday, Wednesday, and an additional day every two weeks at minimum. Early morning, evening, and weekend meetings may be necessary. Position may travel to external meetings, properties, or events and may occasionally travel out of the metro area. Assigned work is often politicized, shifting, and complex, which sometimes necessitates working under stressful conditions.
Requirements
Minimum Qualifications: Three to five years of progressively responsible Human Resources experience, preferably in a public sector or unionized environment; demonstrated success managing Human Resources projects and supporting inclusive workplace initiatives. Preferred certifications: Bachelor’s degree in human resources, Public Administration, Labor Relations, Organizational Development, or related field; or equivalent combination of education and experience; PHR, SPHR, or SHRM-CP, IPMA-HR membership or certification, Certified Diversity Professional (CDP) or Certified Diversity Executive (CDE)
