CIS is recruiting a Senior HR Business Partner

Recruitment opened: August 5, 2025

Recruitment closes: August 21, 2025, at noon.

Salary Range: $122,635 to $149,731

Job Location: You will be required to work at least 3 days per week in our Wilsonville Office with an option for up to 2 remote days per week from your Oregon residence.

You must apply using our online application system () to be considered for an interview, and to request Oregon Veterans Preference consideration.

Tentative Interview Schedule: August 27, 2025: First interviews September 4, 2025: Second interviews September 11, 2025: Finalist interview Interested in Joining CIS? Heres What to Do Next:

Applying is easy! CIS uses a quick apply process simply submit your resume and answer a few brief questions through our application system.

To learn more about this opportunity and about working at CIS, visit our Careers Page.

Senior HR Business Partner Imagine Yourself in This Role:

The Senior HR Business Partner is a strategic and hands-on leader who provides full-spectrum HR support across the organization. As a department of one and reporting to CIS Administrative Officer, you will help shape and drive HR strategy and operations at CIS.

This is a high-impact role requiring sound judgment, strong collaboration skills, and the ability to independently make informed HR decisions that support the entire organization.

Key Responsibilities: Strategic Initiatives Support action items in org-wide initiatives and plans. Career Development Support and assist employees in their growth. Performance Management Administer the performance evaluation system. Recruitment & Selection Manage full-cycle hiring processes. Employee Relations Consult with managers on employee issues. HRIS Implement and manage HR systems. CIS currently uses NEOGOV. Leave & Accommodations Administer medical leave and accommodations. Classification & Compensation Maintain systems and conduct pay equity analyses. Data Analysis Evaluate HR metrics and recommend organizational improvements. Employee Benefits Administer programs and provide guidance. Policies & Handbook Keep employment policies current and legally compliant. Job Descriptions Create and maintain accurate job descriptions. Why Choose CIS?

Join a team where your work makes a difference in Oregons communities.

CIS offers: Meaningful work and mission Job stability 100% employer-paid PERS retirement 90% of health insurance premiums covered Regular salary increases Support for professional growth A respectful, inclusive, and collaborative culture CIS is a nationally recognized leader in risk pooling and trust management. We live our values service, stewardship, integrity, innovation, collaboration, and equity in service to local governments and to each other. With an average employee tenure of 7 years , we believe in investing in your success, whether you have been with us for two years or twenty.

We would be honored to have you on our team.

Essential competencies of this job are described below. They may be subject to change at any time. The omission of specific statements of duties does not exclude them from the position, if the work is similar, related, or a logical assignment to the position. The job description does not constitute an employment agreement between the employer and employee and may be changed by the employer at any time.

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions, provided that an accommodation(s) does not create an undue hardship for the employer, remove an essential job function, and/or create a direct safety threat to the individual or others.

GENERAL POSITION SUMMARY: Under the direction of CIS Administrative Officer:

The Senior HR Business Partner provides a wide range of human resources consultative and technical assistance to CIS Functional Business Units (FBUs), including recruitment and selection of employees, policy development and execution, development and maintenance of the classification and compensation system, the performance evaluation system, salary surveys, and/or organizational development analysis.

The HR Senior Business Partner is expected to work under minimal supervision, regularly contribute ideas, make decisions, and take human resources actions.

ESSENTIAL FUNCTIONS: Temporary modifications to provide reasonable accommodations or transitional work assignments do not waive any of the essential functions for this position.

Drivers License The ability to drive is an essential job function and it is related to a business purpose.

The following information may not be all-inclusive:

Assessments, Analytics and Strategic Planning Identify short and long-term human resources planning needs. Identify, design, and deliver human resources strategies, and processes to support CIS strategic plan, vision, mission, and values. Perform human resources assessments and evaluations, such as assessing and evaluating new salary schedules. Recommend classification and compensation, human resources programs, projects, policies, and processes to CIS Administrative Officer. Recommend current and future best practice improvement models, diagnostic tools, and organizational approaches and content. Remain current on latest human resources developments, changing workforce issues, and trends. Use data-driven analytics to evaluate and interpret human resources information, creating reports for use by management. Classification, Compensation, and Benefits Create and maintain job descriptions. Evaluate and maintain CIS classification and compensation system, using approved methodology and market studies. Facilitate, calculate, and maintain Pay Equity using approved methodology. In collaboration with others, develop training and development programs for staff. Update and maintain the Salary History spreadsheet. Budgeting Prepare and manage annual Human Resources budget. Accommodations and Family Leave Process employee-protected leave, such as Oregon Paid Family Leave, FMLA, and OFLA. Manage employee accommodations. Disciplinary Matters Consult on employee disciplinary matters, as requested by the Administrative Officer or other CIS managers. Project Management Serve as project manager for human resources projects, such as new software programs, and continuity planning. HR Policies, Documents, Forms, and Processes. Create and/or revise personnel forms and documents. Create Personnel Action Forms (PAFs). Implement temporary policies in response to specific situations such as the COVID pandemic. Keep employee handbook updated, and current with personnel law. Maintain required employee bulletin board postings. Provide information on, and interpretation and application of, CIS employment policies and practices, statutes, and rules, to employees, managers, and supervisors. Review DMV license activity; follow-up with employees, as appropriate. Personnel Records Maintain personnel records. Performance Evaluations Maintain performance evaluation process. Onboarding and Offboarding Employees: Facilitate and maintain the processing of new hire onboardings, and employee terminations, and retirements (offboarding). Supervisors and Managers: conduct supervisor and manager onboarding. Recruitment (NEOGOV) Collaborate with CIS Administrative Services Manager for assistance in completing recruiting activities, as needed. Conduct job candidates background and reference checks. Facilitate recruitments. Employee Healthcare Benefits Facilitate and process benefits open enrollment for CIS employees. Create an annual VEBA contribution report and send it to Payroll. Update salary or other personnel information in benefits enrollment system. HRIS (NEOGOV) Implement, improve, and maintain use of HRIS systems. Employee Relations Coordinate with CIS Administrative Services Manager to order gift baskets for employees who experience an injury or illness that causes them to miss work, for a death in the family, or when an employee has a new baby. Maintain birthday and work anniversary spreadsheet for use by CIS Administrative Services Manager. Respond to employee HR inquiries. CIS Annual Conference Participate in CIS Annual Risk Management Conference. EDUCATION, CERTIFICATION, CERTIFICATES, KNOWLEDGE & EXPERIENCE: Education and experience requirements listed are minimum standards. Other equivalent combinations of education, certifications, training, and experience may be considered.

Education: Bachelors degree

Knowledge: Analyze issues and make recommendations for solutions. Creating and presenting training. Demonstrate appropriate decision-making skills. . click apply for full job details