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Employee Relations Manager Jobs in Oregon (NOW HIRING)

AudioEye

Senior Public Relations Manager

OR · Remote

The Senior Public Relationship Manager owns the PR content calendar, the media list, the awards and ... To support remote work conditions, AudioEye provides each employee a one-time stipend of $300 We ...

Modivcare, Inc.

OR · On-site

$52K - $70K/yr

Modivcare is looking for an experienced Provider Relations Manager I to join our team. This ... Employee Discounts (retail, hotel, food, restaurants, car rental and much more!) Modivcare is an ...

SiriusPoint

OR · On-site

Join Our Team We are seeking a Manager, Investor Relations & Strategy who will help lead ... Employee paid Long Term Disability(voluntary) * Company Medical Leave, Parental leave- 8 weeks full ...

Legacy Health

Labor Relations Strategist

Portland, OR

$55.01 - $81.97/hr

Knowledge of laws, acts and regulations governing employee and labor relations. * Health Care ... Strong project management skills. * Strong data analysis skills. * Demonstrated ability to discern ...

Legacy Health

Labor Relations Strategist

Portland, OR · On-site

$55.01/hr

Knowledge of laws, acts and regulations governing employee and labor relations. * Health Care ... Strong project management skills. * Strong data analysis skills. * Demonstrated ability to discern ...

Legacy Health

Labor Relations Strategist

Portland, OR · On-site

$55.01 - $81.97/hr

Knowledge of laws, acts and regulations governing employee and labor relations. * Health Care ... Strong project management skills. * Strong data analysis skills. * Demonstrated ability to discern ...

Legacy Health

Labor Relations Negotiator

Portland, OR · On-site

$57.75 - $86.05/hr

... management relationships. Qualifications Education: * Bachelor's degree required, Master ... Knowledge of laws, acts and regulations governing employee and labor relations. * Health Care ...

Legacy Health

Labor Relations Negotiator

Portland, OR · On-site

$57.75/hr

... management relationships. Qualifications Education: * Bachelor's degree required, Master ... Knowledge of laws, acts and regulations governing employee and labor relations. * Health Care ...

Legacy Health

Labor Relations Negotiator

Portland, OR · On-site

$57.75 - $86.05/hr

... labor-management relationships. Education: * Bachelor's degree required, Master's preferred ... Knowledge of laws, acts and regulations governing employee and labor relations. * Health Care ...

PacifiCorp

Labor Relations Specialist

Portland, OR · On-site

As a Labor Relations Specialist, you will serve as a trusted advisor and strategic partner, helping ... Works with client groups to assist with employee performance management activities including the ...

Precise Flight Inc

Human Resources Manager

Bend, OR · On-site

$95K - $125K/yr

Manages staff, allocates resources, and monitors performance to ensure operational goals are ... Key Deliverables of the Position 1) Oversee recruitment, onboarding, employee relations, and HR ...

Precise Flight Inc

Human Resources Manager

Bend, OR · On-site

$95K - $125K/yr

Manages staff, allocates resources, and monitors performance to ensure operational goals are ... Key Deliverables of the Position 1) Oversee recruitment, onboarding, employee relations, and HR ...

Precise Flight Inc

Human Resources Manager

Bend, OR · On-site

$95K - $125K/yr

Manages staff, allocates resources, and monitors performance to ensure operational goals are ... Key Deliverables of the Position 1) Oversee recruitment, onboarding, employee relations, and HR ...

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All JobsEmployee Relations JobsEmployee Relations Manager JobsEmployee Relations Manager Jobs in Oregon

Employee Relations Manager information

See Oregon salary details

$50.2K

$103.1K

$174.5K

How much do employee relations manager jobs pay per year?

As of Aug 11, 2026, the average yearly pay for employee relations manager in Oregon is $103,121.00, according to ZipRecruiter salary data. Most workers in this role earn between $71,900.00 and $122,600.00 per year, depending on experience, location, and employer.

What is the difference between Employee Relations Manager vs HR Generalist?

AspectEmployee Relations ManagerHR Generalist
Required CredentialsBachelor's degree in HR, Business, or related field; HR certifications often preferredBachelor's degree in HR, Business, or related field; HR certifications beneficial
Work EnvironmentFocus on employee relations, conflict resolution, and policy enforcement within organizationsHandles a broad range of HR functions including recruitment, onboarding, and employee relations
Employer & Industry UsageCommon in medium to large organizations across various industriesWidely used across industries, especially in organizations with dedicated HR teams

In summary, an Employee Relations Manager specializes in managing employee relations and resolving workplace conflicts, while an HR Generalist handles a broader spectrum of HR functions. Both roles require similar credentials and are integral to HR departments, but their focus areas differ.

What does an employee relations manager do?

An employee relations manager provides a vital link between employees and management. You focus on problem resolution which may involve non-biased internal investigations. Your responsibilities include a wide range of duties such as oversight of employee rights; this can range from conflict to sexual harassment issues. You also provide guidance for management in regards to worker discipline and termination. You help ensure that the company complies with all required laws and regulations, and work closely with human resources for other tasks such as HR analytics. Work is typically full-time during regular business hours in an office environment. Some positions may require travel.

What does an employee relations manager do?

An Employee Relations Manager is responsible for fostering positive relationships between employees and management within an organization. They handle workplace disputes, ensure compliance with employment laws, and develop policies that support a healthy work environment. Their duties often include investigating complaints, advising management on employee issues, and implementing strategies to improve employee morale and engagement. This role is key to maintaining a productive workplace and preventing legal issues related to employment.

What are the key skills and qualifications needed to thrive as an employee relations manager, and why are they important?

To thrive as an Employee Relations Manager, you need a thorough understanding of labor laws, conflict resolution, and HR best practices, typically supported by a degree in human resources or a related field. Familiarity with HR information systems (HRIS), case management tools, and certifications like SHRM or HRCI are commonly required. Exceptional interpersonal skills, discretion, and the ability to mediate sensitive situations distinguish top performers in this role. These skills are crucial for fostering a positive work environment, minimizing legal risks, and ensuring fair and equitable workplace practices.

What are some common challenges faced by employee relations managers, and how are they typically addressed?

Employee Relations Managers often encounter challenges such as resolving complex workplace conflicts, navigating sensitive investigations, and ensuring compliance with labor laws. These situations require strong communication and mediation skills, as well as the ability to remain impartial and confidential. Managers typically address these challenges through ongoing training, clear policies, and close collaboration with HR, legal, and management teams to ensure fair and consistent outcomes.
More about Employee Relations Manager jobs
What are the most commonly searched types of Employee Relations jobs in Oregon? The most popular types of Employee Relations jobs in Oregon are:
What are popular job titles related to Employee Relations Manager jobs in Oregon? For Employee Relations Manager jobs in Oregon, the most frequently searched job titles are:
What job categories do people searching Employee Relations Manager jobs in Oregon look for? The top searched job categories for Employee Relations Manager jobs in Oregon are:
What cities in Oregon are hiring for Employee Relations Manager jobs? Cities in Oregon with the most Employee Relations Manager job openings:
Employee Relations Manager jobs near you
Infographic showing various Employee Relations Manager job openings in Oregon as of July 2026, with employment types broken down into 1% As Needed, 77% Full Time, 19% Part Time, 2% Contract, and 1% Nights. Highlights an 96% Physical, 2% Hybrid, and 2% Remote job distribution, with an average salary of $103,121 per year, or $49.6 per hour.

Senior Public Relations Manager

AudioEye

OR • Remote

Full-time

Medical, Dental, Vision, Retirement, PTO

Posted 6 days ago

Job description

About the Team

At AudioEye, we believe access to digital content is a fundamental right, not a privilege. Our mission is clear: eliminate every barrier to digital accessibility so that everyone, regardless of ability, can experience the web without limitations.

We are a team of passionate problem-solvers who are driven by purpose and impact. Every challenge we tackle moves us closer to a future where creating accessible experiences is the standard. If you're looking for meaningful work where you can drive real change, influence how people with disabilities experience the internet, and be part of a mission that matters, AudioEye is the place for you.

About the Role

AudioEye runs PR like a newsroom. We publish original research, place executive thought leadership, and earn third-party validation, because those are the signals that now move both journalists and AI-driven search. It works: our share of voice in the accessibility category grew from 27% to 50% in 2025. This role holds that lead and extends it into the EU, where competitors have almost no presence.

This is a writing-heavy, fast-turn role. In a given month, you will draft multiple 1,200-word bylines, pull vertical cuts out of our accessibility research and pitch it to trade editors, write a press release and drive it through approvals, work a batch of cold pitches to editors who have never heard of us, and file same-day commentary when a court ruling or regulatory deadline lands.

The Senior Public Relationship Manager owns the PR content calendar, the media list, the awards and speaking pipeline, customer case studies, and a monthly budget for paid byline placement. This role will work directly with the CEO and alongside content, social, and customer teams. There is no agency doing this for you, and no one waiting to hand you a brief.

How you'll Contribute: 

  • Own a rolling calendar of releases, bylines, data stories, and reactive commentary, from messaging through approvals
  • Merchandise our original research, including the Digital Accessibility Index and annual ICP surveys, cut by vertical (retail, government, travel, tech, financial services) so it lands with audiences who do not think about accessibility daily
  • Bylines and commentary for the CEO and other leaders on AI and accessibility, global compliance readiness, and accessibility as a layer of the modern tech stack. Lead with outcomes, not features
  • Develop proactive story angles and timely commentary on cultural moments and regulatory changes
  • Build and keep warm a contact list aligned to our ICPs, and manage a monthly budget to place bylines in high-visibility business, tech, and trade outlets. Much of the outreach is cold
  • Pursue industry awards, customer awards, executive recognitions, and speaking engagements as authority signals
  • Region-specific programs tied to the European Accessibility Act, including EU data, customer stories, and releases
  • Align with content, social, SEO, revenue, and executive comms so every placement reinforces the same message
  • Share of voice and sentiment, media pickups, earned traffic, and article views, used to sharpen what we pitch next
  • Interview customers, write case studies grounded in measurable outcomes, and manage our G2 presence: drive review volume, keep profiles and category placement current, and turn ratings and review quotes into pitchable proof points

Who you are: 

  • 5 - 7 years in public relations, with enterprise SaaS experience required
  • Exceptional writer who can produce a 1,200-word byline and a tight press release with equal skill, and can match an executive's voice
  • Comfortable with data and can read a research dataset, find the story, and build a pitch around it
  • Quickly produces credible work on a news cycle timeline and knows when speed beats polish
  • Resilience to build new media and publication relations via targeted, cold outreach to media contacts. 
  • Understands how AI-driven search and answer engines (AEO/GEO) are changing the value of earned media
  • Runs a calendar and drives approvals across stakeholders without being asked twice
  • Proficient with media monitoring and measurement platforms. Proficiency in Meltwater and Cision a plus
  • Solid judgment under pressure on urgent PR matters
  • Accessibility, compliance, or regulated-category experience a plus

Our Values:

  • Relentlessly Prioritize the Customer
  • Own Outcomes
  • Be Straightforward
  • Act Now & Iterate
  • Grit
  • Decide with Data 
  • Hire and Develop A Players
  • Be Coachable
  • Organize and Plan
  • Expect and Embrace Change

Benefits and Perks:

  • Work with a talented but humble team
  • Competitive compensation and equity
  • Weekly paid family meal
  • 401k, medical, dental, and vision insurance
  • Flexible PTO Policy
  • 15.5 company-paid holidays including Juneteenth, MLK Day and a 1-week company shut down
  • To support remote work conditions, AudioEye provides each employee a one-time stipend of $300 


We have noticed a rise in recruiting impersonations across the industry, where scammers attempt to access candidates' personal and financial information through fake interviews and offers. All AudioEye recruiting email communications will always come from the @greenhouse.io domain or audioeye.com. Any outreach claiming to be from AudioEye via other sources should be ignored.

Equal Opportunity Employer: We embrace equal employment opportunity. AudioEye is committed to a policy of equal employment opportunity for all applicants and employees. It is our policy that employees will not be subjected to unlawful discrimination on the basis of race, color, religion, sex, age, national origin or ancestry, physical or mental disability, veteran or military status, marital status, sexual orientation, political ideology and any other basis protected by federal, state, or local laws. This policy applies to all terms and conditions of employment, including but not limited to: recruitment, hiring, transfers, promotions, training, discipline, termination, compensation and benefits, performance appraisals, education, and social and recreational programs. We welcome and encourage applications from candidates of all backgrounds, abilities, and seek to ensure that all candidates have the opportunity to showcase their skills and qualifications during the hiring process. Please email accommodations@audioeye.com if you require an accommodation. 

Notice to Staffing Agencies: It is our policy that any and all contact with third party staffing vendors come through our Talent Acquisition department directly. We have established a preferred network of staffing partners that we engage with if and when we deem necessary. We ask that staffing agencies refrain from contacting our executives, hiring managers, or employees directly. Unsolicited resumes and inquiries will not be considered or responded to. Thank you for your understanding and cooperation. 

 
 

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