Senior HR & Equity Program Manager Portland, Oregon

Salary is determined based on experience and the Foundation’s structured pay bands, which include steps for growth and performance. Please see the “Pay” section for more details. Priority Application Deadline July 20, 2026 FLSA Status Exempt Salary (Step I)

• 79,595 - $92,861
• 92,861 - $106,126

$79,595 - $106,126 USD

Work Location Hybrid About the Position Senior HR & Equity Program Manager helps shape what it feels like to work at the OHSU Foundation, from the moment someone joins our team to the everyday programs that keep us connected, growing, and supported. You’ll lead our engagement and onboarding initiatives, coordinate training and development opportunities, and build resources that help managers lead their team with confidence. You’ll also manage full‑cycle recruitment for assigned roles and contribute to how we attract great talent. At the heart of this role is a commitment to equity. You’ll help carry forward the Foundation's Equity Roadmap, serve as a trusted liaison and advisor to our DEI Committee, and partner closely with the AVP of HR and other stakeholders to make sure equity is woven into how we hire, train, and support people at the Foundation. What You’ll Be Doing

HR PROGRAM MANAGEMENT

Oversight of the Foundation's onboarding program, designing a welcoming, structured experience and refreshing it based on new hire feedback. Design and deliver learning and development programming, including staff trainings and lunch and learns, with equity built into the experience. Plan, coordinate, and facilitate engagement activities that build connection and celebration across the Foundation. Oversee manager resources, including the manager newsletter, manager portal, and new manager training pathway.

RECRUITMENT & ONBOARDING

Independently manage complex full‑cycle recruitments for assigned roles. Serve as a strategic partner and advisor to hiring managers throughout the process. Coach and train managers and interview teams on consistent, inclusive interview practices. Identify and apply strategies that help us reach and nurture diverse talent pools.

DEI INITIATIVES

Partner with the AVP of HR and the DEI Committee to assess current HR policies through an equity lens and support the implementation for specific recommendations for improvement. Serve as an advisor and partner to the AVP of HR, providing recommendations on integrating principles of equity and inclusion into HR programs, policies and processes. Support the implementation of strategies that promote a culture of equity and inclusion for employees and applicants across HR functions and throughout the full employee experience and lifecycle. Who You Are You build trust easily, and you know how to coach, advise, and influence people at every level of an organization. You're proactive and solutions‑oriented, with a customer service mindset toward the people you support. You can juggle multiple high‑impact projects at once without losing sight of priorities. You have expertise in diversity, equity, and inclusion, and you know how to translate that into practical changes in HR policy and practice. You understand learning and development principles and have designed trainings people find valuable. You navigate sensitive or difficult conversations with empathy and care, and you know how to resolve conflict without losing relationships. You're adaptable and always looking for ways to improve how the team works. You have strong judgment about when to solve something yourself and when to bring in others. You should have 5+ years of experience in one or more HR functional areas, such as recruitment, learning and development, performance management, or employee engagement. Experience designing and implementing DEI initiatives or integrating equity principles into HR programs. Experience developing and delivering trainings or presentations. Experience managing cross‑functional programs that require coordination and stakeholder engagement. We want to emphasize that there is no such thing as the perfect candidate; candidates who do not have all of the required experience are encouraged to apply. Working Conditions Hybrid work schedule with regular onsite work (2 days per week) expected. Regular computer‑based work, including frequent virtual meetings and events. Occasional but infrequent work outside standard business hours or in alternate work locations to support meetings, events or programs. Pay Salary is dependent on experience. Each salary band is broken into three steps, which correspond with an employee’s experience/tenure, proficiency and performance in that specific role. New employees will typically start at step I of our pay band to allow for later growth, although more experienced candidates may be eligible to start at step II or III. The OHSU Foundation has a structured process for determining starting compensation, taking into account years of related experience, applicable skills, knowledge and abilities, market parity, and internal equity. The OHSU Foundation also offers an exceptional benefits package including: Comprehensive medical and dental insurance. Pension program (The Foundation contributes 12% of your annual salary to a pension). 22 days of paid vacation, 11 paid holidays, 1 float holiday and 2 days of volunteer time off. Professional development dollars for each employee. Hybrid work allowance and much more! The OHSU Foundation is an Equal Opportunity Employer The OHSU Foundation is committed to being an equal opportunity, affirmative action organization. In keeping with our beliefs and values, no applicant will face discrimination or harassment on the basis of any protected class status, including color, age, current or future military status, disability (physical or mental), gender, gender identity, genetic information, marital status, national origin, pregnancy, race, religion, sexual orientation, veteran status, or any other status protected by law. A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service‑connected disability. A "recently separated veteran" means any veteran during the three‑year period beginning on the date of such veteran’s discharge or release from active duty in the U.S. military, ground, naval, or air service. An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense. An "armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985. 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