Prosper Portland is hiring a Senior Human Resources Business Partner.
This senior-level HR role will support the full employee lifecycle, including recruitment, onboarding, employee and candidate experience, agencywide employee engagement, benefits management, training and development, leave administration, ADA, accommodations, HR operations, and continuous improvement.
We are looking for an experienced HR professional who can serve as a trusted partner to leaders, managers, employees, candidates, and external partners while strengthening practical, consistent, and people-centered HR practices across the agency.
Apply today and help shape the employee experience at Prosper Portland.
Summary
The Senior Human Resources Business Partner (Senior HRBP) is a senior-level individual contributor responsible for delivering strategic, consultative, and hands-on human resources support across the agency. The position partners with leaders, managers, employees, candidates, and external partners to strengthen the full employee lifecycle, with primary focus on recruitment, onboarding, employee and candidate experience, agencywide employee engagement, benefits management, training and development, leave administration, ADA compliance, and accommodation processes. The Senior HRBP applies sound judgment, data-informed decision-making, public-sector HR practices, and a service-oriented approach to support an inclusive, compliant, and high-performing workplace.
Note: Accepting applications until Wednesday, July 29, 2026.
Functions and Responsibilities
Strategic HR Partnership and Employee Experience
- Provides senior-level HR consultation and practical guidance to agency leaders, managers, employees, and candidates on HR programs, policies, workforce practices, employee experience, compliance obligations, and workplace standards.
- Develops trusted working relationships across the agency and serves as a credible HR partner by applying active listening, sound judgment, discretion, and consistent follow-through.
- Partners with managers on workforce planning, role clarity, employee communication, performance expectations, documentation, conflict prevention, change management, and employee retention strategies.
- Uses HR data, employee feedback, candidate feedback, employee lifecycle trends, and operational indicators to identify service gaps, recommend improvements, and strengthen HR program effectiveness.
Recruitment, Selection, and Candidate Experience
- Leads full-cycle recruitment and selection for assigned positions, including recruitment planning, job postings, outreach, screening, interview coordination, structured selection processes, reference checks, offer coordination, and candidate disposition.
- Partners with hiring managers to develop job-related selection criteria, structured interview questions, scoring rubrics, evaluation tools, and hiring processes that are consistent, accessible, inclusive, legally defensible, and aligned with agency needs.
- Develops proactive sourcing, outreach, and employment-brand strategies to attract qualified applicant pools through community partners, professional associations, educational institutions, workforce partners, and public-sector talent channels.
- Ensures candidates receive clear, respectful, timely, and transparent communication throughout the hiring process, with attention to accessibility, professionalism, process consistency, and a positive candidate experience.
- Reviews recruitment metrics, applicant flow, time-to-fill, selection outcomes, candidate feedback, and onboarding transition data to improve recruitment strategy and hiring manager support.
Onboarding, New Employee Integration, and Retention
- Develops, implements, coordinates, and continuously improves agency onboarding and new employee orientation programs to create a welcoming, structured, and informative experience for new hires.
- Partners with hiring managers to develop onboarding plans, role-specific expectations, 30/60/90-day check-ins, stakeholder introductions, and early support systems that promote role clarity, engagement, and retention.
- Coordinates with Payroll, HRIS, Information Technology, Facilities, Finance, and hiring managers to ensure new hires have timely access to systems, tools, benefits information, required documents, and workplace resources.
- Evaluates onboarding feedback and early employee experience data to identify opportunities to improve new hire integration, manager readiness, and employee retention.
Agencywide Employee Engagement, Recognition, and Culture
- Leads and supports agencywide employee engagement strategies, programs, and feedback loops, including employee engagement surveys, pulse checks, stay interviews, listening sessions, action planning, and follow-up reporting.
- Partners with leadership and managers to translate engagement data into practical action plans that strengthen communication, belonging, trust, retention, team effectiveness, and workplace culture across the agency.
- Leads, coordinates, or supports employee recognition, years-of-service, appreciation, and culture-building programs that reinforce agency values, employee contributions, and a positive employee experience.
- Develops manager resources, communication tools, engagement dashboards, and implementation guidance to help leaders respond to employee feedback and sustain engagement practices throughout the year.
- Supports employee committees, engagement groups, or cross-functional initiatives that promote connection, collaboration, inclusion, employee voice, and continuous improvement in the workplace.
Benefits Management and Total Rewards Support
- Manages employee benefits administration, including open enrollment, employee education, vendor coordination, benefits communications, eligibility tracking, data updates, issue resolution, and compliance with plan documents, policy, collective bargaining agreements, and applicable law.
- Responds to complex employee benefit questions with accuracy, confidentiality, and service orientation; partners with brokers, carriers, payroll, and finance to resolve escalated benefits issues.
- Develops benefits communication materials, decision-support resources, and employee education to improve understanding of agency benefits, wellness resources, and total rewards offerings.
- Monitors benefits trends, employee questions, utilization patterns, and compliance requirements to recommend improvements to plan administration, employee education, and benefits service delivery.
Training, Development, and Manager Support
- Assesses training and development needs through manager consultation, employee feedback, compliance requirements, workforce trends, and organizational priorities.
- Develops, coordinates, facilitates, or procures training programs for employees and managers, including onboarding, HR compliance, benefits, leave processes, performance management, communication, workplace expectations, and employee development topics.
- Partners with internal subject-matter experts and external vendors to design training content, manage training logistics, evaluate participant feedback, and improve learning outcomes.
- Supports manager capability by providing tools, guidance, templates, coaching, and training resources that strengthen supervision, documentation, employee communication, and consistent application of HR practices.
Leave Administration, ADA, and Accommodation Processes
- Administers employee leave programs and related processes, including FMLA, OFLA, Paid Leave Oregon, workers' compensation coordination, protected leave tracking, return-to-work planning, and related employee communications.
- Coordinates ADA accommodation and interactive process matters, including intake, documentation review, meeting coordination, confidentiality protections, accommodation analysis, implementation support, and follow-up.
- Advises managers on leave, work restrictions, accommodation implementation, attendance considerations, confidentiality requirements, and consistent application of agency policy and applicable law.
- Maintains accurate leave, ADA, and accommodation records; monitors deadlines, required notices, certifications, recertifications, and return-to-work documentation to support compliance and continuity of operations.
- Identifies opportunities to improve leave and accommodation workflows, forms, communication templates, tracking tools, and employee and manager experience.
HR Operations, Compliance, Systems, and Continuous Improvement
- Collaborates with the HR team to maintain accurate HRIS data, reports, personnel records, position information, workflows, dashboards, and documentation in accordance with policy, records retention requirements, and operational needs.
- Researches and applies HR best practices, public-sector practices, policy requirements, employment law updates, and process improvements to strengthen HR programs, employee service, and organizational compliance.
- Advises on and assists with updates to agency HR policies, procedures, forms, templates, standard work, and employee resources.
- Crafts scopes of work, procures, coordinates, and manages related professional services, vendors, contracts, and agreements within assigned areas of responsibility.
- Supports the Human Resources Department and agency with special projects, committees, audits, organizational change initiatives, and other relevant duties as assigned.
Scope
- Operates under minimal supervision. Establishes own approaches and procedures within agency policy, HR standards, and applicable law. Receives general instruction on new assignments, with work subject to final review as appropriate.
- Makes decisions for many aspects of work that require senior-level HR technical expertise, initiative, discretion, and good judgment. Makes recommendations for complex and sensitive decisions that require management or leadership oversight.
- Decisions and errors in work can have significant legal, compliance, employee relations, operational, reputational, or employee-experience impact to the agency.
- Work involves a high level of complexity due to competing priorities, time-sensitive HR matters, confidential information, employee and candidate experience expectations, compliance requirements, systems coordination, and the need to influence and advise stakeholders across the agency.
- Position has no supervisory responsibilities; however, the position may lead projects, provide procedural guidance, train staff and managers, and oversee the work of consultants, vendors, temporary workers, and/or student staff.
- Position must consistently handle and maintain confidentiality for sensitive, private, medical, personnel, labor relations, and organizational information.
Competencies
Putting People First, Inclusion & Collaboration
- Interpersonal Skills: Advanced ability to establish and cultivate authentic, constructive, and effective working relationships and partnerships. Exercises active listening, tact, patience, discretion, and sound judgment.
- Mission-Driven Service: Ability to provide excellent service by demonstrating a people-oriented mindset, responsiveness, follow-through, and willingness to help. Ability to train, coach, and provide guidance to others.
- Teamwork: Ability to work with others inclusively and collaboratively across teams, departments, and functions. Works to resolve conflicts, build consensus, and support shared outcomes.
- Communication: Effective use of verbal and written communication. Ability to speak and present to groups, facilitate meetings, explain complex HR information, and communicate with employees, candidates, managers, vendors, and external partners. Bilingual or multilingual skills are a plus.
- Cultural Curiosity and Reflection: Ability to learn and use culturally responsive practices to understand, communicate, and work with people across cultures, identities, and lived experiences. Honors differences and models inclusivity in interactions and decisions.
- Inclusive Practices: Demonstrated commitment to inclusive, respectful, and equitable workplace practices. Ability to identify barriers, support consistent processes, and promote an employee experience that welcomes, serves, and reflects diverse communities and perspectives.
Excellence, Innovation & Learning
- Knowledge: Strong knowledge of principles and practices of public-sector HR, recruitment and selection, onboarding, employee and candidate experience, employee engagement, benefits administration, training and development, leave administration, ADA accommodations, HRIS, personnel records, and HR compliance.
- Legal and Policy Application: Working knowledge of federal, state, and local employment laws, including equal employment opportunity, wage and hour requirements, protected leave laws, ADA, civil rights laws, employee privacy, records retention, and public-sector employment practices.
- Technical Abilities: Ability to analyze employee, candidate, operational, and organizational issues; evaluate options; interpret data; identify risks; and develop practical, persuasive, and well-documented recommendations.
- Continuous Learning: Openness to new ideas, feedback, and evolving HR practices. Ability to learn from experience, seek guidance when appropriate, and apply best practices to improve HR services.
- Problem Solving: Applies research, analytical, and creative 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. Ability to work with ambiguity, respond to urgent HR matters, and persevere in the face of obstacles.
- Planning and Organization: Ability to organize, prioritize, coordinate, and monitor projects, programs, initiatives, trainings, contracts, and compliance workflows independently. Ability to develop, implement, and evaluate goals, policies, procedures, and process improvements.
- Accountability: Takes initiative and responsibility for actions. Follows through on commitments, meets deadlines, maintains confidentiality, and models professional HR standards.
Minimum Education, Training and/or Experience
Five years of progressively responsible experience in Human Resources or equivalent experience. An Associate's, Bachelor's, or Master's degree will substitute for up to one year of experience. Experience in public-sector HR, recruitment and selection, employee onboarding, benefits administration, employee engagement, leave administration, ADA accommodations, training and development, HRIS, employee relations, and/or a unionized environment is considered helpful and valuable experience. HR certification such as SHRM-CP, SHRM-SCP, PHR, or SPHR is preferred but not required.
Physical Requirements
Position requires ability to remain in a stationary position for extended periods of time along with the ability to move throughout the office and travel to jobsites, meetings, trainings, and events. Position often uses a computer and other standard office equipment. Position must communicate and interact with internal and external stakeholders often regarding complex and confidential subject matter.
Working Conditions
Normal working hours are Monday through Friday, 8 AM - 5 PM, in a combination of in-person and remote work; however, additional hours may be needed to meet deadlines, support recruitments, respond to time-sensitive HR matters, or attend meetings and events. Position may require travel to external meetings, trainings, outreach events, or worksites; travel out of the metro area may occur. Position will be expected to engage in conversation and personal reflection around inclusion, belonging, workplace culture, and equitable practices.
