Oregon REALTORS® is a nonprofit trade association founded in 1932 to support and advance the real estate profession throughout Oregon. Today, the association serves as a trusted advocate for REALTORS®, championing professional education, promoting ethical business practices, and advancing legislative policies that protect free enterprise and private property rights. Oregon REALTORS®’ core purpose is to empower REALTORS® across the state to practice real estate in an ethical, profitable, and successful manner while serving their clients and communities with excellence.
Position Summary
The Director of Human Resources and Operations is a senior leader responsible for developing and executing strategies that strengthen organizational performance, enhance workplace culture, and ensure effective internal operations. Reporting to the CEO, this role is lead on all human resources functions while overseeing key operational systems that support staff productivity and organizational effectiveness.
This position plays a critical role in shaping a high-performing, accountable, and engaged workplace. The Director partners closely with the Senior Leadership Team to improve employee performance, elevate management effectiveness, address organizational challenges, and foster a cohesive and inclusive culture. The ideal candidate is both strategic and hands-on, with a demonstrated ability to implement systems, coach leaders, and drive meaningful organizational improvement.
Key Areas of Responsibility
1. Human Resources Leadership & Strategy
- Develop and execute a comprehensive HR strategy aligned with organizational goals and priorities.
- Oversee all HR functions, including talent acquisition, employee relations, compensation, benefits, and leave administration.
- Establish and track key HR metrics (e.g., turnover, engagement, time-to-fill, performance outcomes) to inform decision-making.
- Ensure HR policies, procedures, and practices are compliant with all applicable laws and reflect best practices.
- Serve as a trusted advisor to leadership on employee relations, risk mitigation, and organizational health.
2. Talent Management & Organizational Effectiveness
- Design and lead a consistent, organization-wide performance management system that drives accountability and continuous improvement.
- Partner with CEO, directors, and managers to set clear expectations, provide feedback, and address performance issues in a timely and effective manner.
- Create and implement employee development and succession planning strategies to support retention and growth.
- Assess organizational structure and roles, recommending changes to improve efficiency, clarity, and alignment.
- Lead workforce planning efforts to ensure the organization is appropriately staffed to meet current and future needs.
3. Leadership Development & Manager Effectiveness
- Coach and support directors and managers in building strong leadership capabilities, including communication, accountability, and team development.
- Identify and address gaps in management effectiveness through training, tools, and direct coaching.
- Provide guidance and support in handling complex employee relations situations, including conflict resolution and performance management.
- Promote leadership practices that foster trust, transparency, and engagement across the organization.
4. Culture, Engagement & Employee Experience
- Lead initiatives to strengthen organizational culture, with a focus on engagement, inclusion, accountability, and collaboration.
- Conduct employee engagement assessments and develop actionable plans to address identified gaps.
- Identify and address root causes of cultural and performance challenges, including communication breakdowns or inconsistent management practices.
- Develop programs that reinforce organizational values, improve morale, and enhance employee experience.
- Foster a safe, respectful, and inclusive workplace environment.
5. Operations Leadership & Internal Systems
- Oversee internal operational processes and systems to ensure efficiency, consistency, and staff enablement.
- Evaluate and improve workflows and tools that impact employee productivity and collaboration.
- Partner with leadership to implement systems and processes that support organizational effectiveness and scalability.
- Ensure programs and tools are used efficiently, maximized in use, and properly assigned to employees.
- Lead continuous improvement initiatives that enhance operational performance and technology solutions.
- Support workplace improvements that enhance employee experience and productivity.
6. Facilities
- Oversee management of organizational facilities, ensuring a safe, functional, and professional work environment.
- Manage vendor relationships, building maintenance, and compliance with safety and regulatory requirements.
- Coordinate tenant relations, leasing processes, and building operations where applicable.
7. Organizational Alignment & Strategy Execution
- Collaborate with the CEO and Senior Leadership Team to support implementation of strategic priorities.
- Identify and address people-related risks to achieving organizational goals.
- Ensure alignment between workforce capabilities, organizational structure, and strategic direction.
- Support change management efforts, ensuring smooth implementation of organizational initiatives.
8. Financial & Resource Management
- Oversee the organization’s budgeting process in partnership with the finance team, ensuring budgets are aligned with strategic priorities.
- Provide guidance to program and departmental managers on effective budget oversight through regular reporting, check-ins, and reviews.
- Monitor budget performance and variances, working with CEO and offer recommendations to maintain financial health and operational efficiency.
- Work with CEO and Finance team to assess market conditions and industry trends to inform financial planning and decision-making.
- Collaborate with CEO and finance team on budgeting related to staffing, ensuring alignment with organizational financial goals.
- Staff Liaison for the Finance and Budget Committee.
Minimum Qualifications
- 5+ years of progressive experience in human resources leadership, with direct responsibility for multiple HR functions.
- 5+ years of experience supervising, coaching, and developing professional staff.
- Demonstrated success improving employee performance systems and organizational outcomes.
- Proven ability to coach and develop managers to improve leadership effectiveness.
- Experience leading organizational change or culture improvement initiatives.
- Strong communication, facilitation, and interpersonal skills.
- Experience implementing policies, systems, and process improvements across teams.
- Ability to analyze data, develop insights, and present recommendations clearly.
- Proficiency with Microsoft Office and HR or business systems.
Preferred Qualifications
- Experience working in a professional association, nonprofit organization, or membership-based environment.
- HR certification (SHRM-CP, SHRM-SCP, PHR, or SPHR).
- Experience in implementing or managing HRIS and performance management systems.
- Experience leading employee engagement surveys and action planning.
- Experience managing multi-program budgets.
- Background in organizational development, change management, or leadership training.
- Familiarity with real estate or related industries.
Key Competencies
- Strategic thinking with strong execution skills
- Leadership coaching and development
- Performance management and accountability
- Change management and organizational improvement
- Emotional intelligence and conflict resolution
- Data-driven decision-making
- Collaboration and influence across teams
Pay: From $130,000.00 per year
Benefits:
- 401(k) matching
- Dental insurance
- Employee assistance program
- Flexible spending account
- Health insurance
- Life insurance
- Paid time off
- Retirement plan
Work Location: In person
