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Employee Relations Jobs in Dallas, OR (NOW HIRING)

mylcs

Human Resources Business Partner

Mcminnville, OR · On-site

Through consultation, employee relations support, investigations, and workforce practices, this role helps leaders address people-related challenges and create work environments that support high ...

Skyline Ford

Human Resource Manager

Salem, OR

$66K - $96K/yr

The Human Resource Manager will be responsible for overseeing all aspects of the HR department, including recruitment, onboarding, employee relations, compliance, and training. The ideal candidate ...

Skyline Ford

Human Resource Manager

Salem, OR

$66K - $96K/yr

The Human Resource Manager will be responsible for overseeing all aspects of the HR department, including recruitment, onboarding, employee relations, compliance, and training. The ideal candidate ...

Skyline Ford

Human Resource Manager

Salem, OR · On-site

$66K - $96K/yr

The Human Resource Manager will be responsible for overseeing all aspects of the HR department, including recruitment, onboarding, employee relations, compliance, and training. The ideal candidate ...

Skyline Ford

Human Resource Manager

Salem, OR · On-site

$66K - $96K/yr

The Human Resource Manager will be responsible for overseeing all aspects of the HR department, including recruitment, onboarding, employee relations, compliance, and training. The ideal candidate ...

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All JobsEmployee Relations JobsEmployee Relations Jobs in Dallas, OR

Employee Relations information

See Dallas, OR salary details

$19.5K

$64.2K

$110.7K

How much do employee relations jobs pay per year?

As of Aug 21, 2026, the average yearly pay for employee relations in Dallas, OR is $64,190.00, according to ZipRecruiter salary data. Most workers in this role earn between $40,600.00 and $81,600.00 per year, depending on experience, location, and employer.

What is employee relations?

An employee relations job is an HR position in which you manage interactions between HR and employees. Your responsibilities include training new employees about various aspects of the workplace culture, such as specific procedures, and how to find support during difficult times and helping them learn how to take advantage of company policies about grievances, promotions, and benefits. Your duties include leading training sessions, working closely with other HR professionals who support your efforts by developing new policies, reviewing company guidelines, and ensuring workers understand their rights and benefits.

How does an employee relations specialist typically collaborate with HR and management to resolve workplace conflicts?

Employee Relations specialists work closely with HR teams and management to address workplace issues such as conflicts, grievances, and disciplinary matters. They often act as mediators, facilitating open communication between employees and supervisors to ensure fair and consistent application of company policies. In addition, they may lead investigations, recommend solutions, and support managers in implementing corrective actions. This collaboration helps maintain a positive work environment and ensures compliance with labor laws and organizational standards.

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

To thrive as an Employee Relations Specialist, you need a solid understanding of labor laws, conflict resolution, and HR policies, often supported by a degree in human resources or a related field. Familiarity with HR information systems (HRIS), case management tools, and sometimes certifications like SHRM-CP or PHR are commonly required. Exceptional communication, problem-solving, and negotiation skills set standout professionals apart in this role. These skills are vital for fostering a positive workplace environment, ensuring legal compliance, and effectively resolving employee issues.

What is the difference between Employee Relations vs HR Generalist?

AspectEmployee RelationsHR Generalist
Primary FocusManaging employee relationships, conflict resolution, and workplace cultureHandling a broad range of HR functions including recruitment, onboarding, and compliance
Required CredentialsTypically HR certification or related experienceHR certification or degree often preferred
Work EnvironmentEmployee-focused, often within HR teamsVaried, covering multiple HR functions across departments
Industry UsageCommon in organizations emphasizing employee engagementWidely used across industries for general HR duties

While both roles are part of HR, Employee Relations specializes in maintaining positive employee relationships and resolving workplace issues. HR Generalists handle a broader range of HR tasks, including recruitment and compliance. Understanding these differences helps organizations assign the right responsibilities and professionals to each area.

Is employee relations in demand?

Employee relations is a growing field within human resources, as organizations increasingly focus on workplace culture, employee engagement, and conflict resolution. Demand for professionals with skills in communication, conflict management, and HR software remains strong across various industries.
More about Employee Relations jobs

What cities near Dallas, OR are hiring for Employee Relations jobs?

Cities near Dallas, OR with the most Employee Relations job openings:

Employee Relations jobs near you
Infographic showing various Employee Relations job openings in Dallas, OR as of August 2026, with employment types broken down into 1% As Needed, 72% Full Time, 23% Part Time, 3% Contract, and 1% Nights. Highlights an 94% Physical, 2% Hybrid, and 4% Remote job distribution, with an average salary of $64,190 per year, or $30.9 per hour.

Human Resources Business Partner

Oregon Oncology Specialists

Salem, OR • On-site

$84K - $102K/yr

Full-time

Posted 13 days ago

Job description

Description
Position Overview
The Human Resources Business Partner (HRBP) provides HR support across the organization, ensuring that people strategies align with the needs of each service line. This role focuses on delivering innovative and sustainable workforce solutions, partnering with and supporting leadership, while managing employee relations, leave administration, and effective HR practices and policies. HRBP ensures a positive, compliant, and supportive work environment while aligning HR strategies with business objectives.
Please note that this position is fully on-site. While remote work is not available for this role, we're excited to welcome you to our team in person!
Essential Job Functions
Leadership Support
  • Partner with department leaders to develop and implement HR strategies that align with organizational goals.
  • Provide guidance to managers on best practices for performance management, employee development, and team dynamics.
  • Assist with workforce planning, including staffing needs, succession planning, and talent development.
  • Advise leadership on HR trends, employee engagement, retention strategies, and improving team effectiveness.

HR Support
  • Support the HR Director in the development and implementation of HR policies and procedures to ensure consistency across the practice.
  • Assist in the administration of compensation, benefits, and performance appraisal processes.
  • Lead or support HR initiatives related to employee engagement, recognition, diversity, equity, and inclusion.
  • Ensure compliance with federal, state, and local labor laws, maintaining knowledge of regulations relevant to the healthcare industry.

Employee Relations
  • Serve as a trusted advisor and point of contact for leadership and employees on employee relations issues, addressing concerns related to workplace behavior, performance, and communication.
  • Investigate and resolve employee complaints, grievances, and disputes in a timely and effective manner.
  • Provide coaching and guidance to managers on handling complex employee relations situations, ensuring compliance with company policies and legal requirements.
  • Promote a positive work culture through proactive employee engagement initiatives and programs.
  • Support the employee separation process, including coordination of terminations, preparation of documentation, and management of unemployment claims; ensure compliance with company policy and applicable employment laws while partnering with leadership to mitigate risk and maintain consistency.

Leave Management
  • Serves as the SME for administration of employee leave programs, including FMLA, OFLA, PLO and other applicable leave types.
  • As back to the HR Generalist:
  • Ensure compliance with relevant regulations (FMLA, OFLA, PLO, ADA, etc.) while assisting employees through the leave and/or accommodation process.
  • Coordinate with department leaders to track and manage leave balances, return-to-work procedures, and any necessary accommodations.
  • Maintain accurate records and documentation related to employee leave.

Data and Reporting
  • Provide regular reports and analysis on HR metrics related to employee relations, leave usage, and other key performance indicators.
  • Use data insights to inform decision-making, improve HR processes, and optimize organizational effectiveness.

Required Qualifications
  • Bachelor's degree in Human Resources, Business Administration, or a related field.
  • HR Certification (PHR, SHRM - CP or similar).
  • Minimum of 5 years of experience in human resources.
  • At least 3 years in an HR Business Partner or similar role working directly to advise leaders on employee relations issues.
  • In-depth knowledge of employee relations, FMLA, OFLA, PLO, ADA, and other relevant labor laws.
  • Proven experience in managing complex employee relations issues and supporting management teams in a fast-paced, regulated environment.
  • Strong interpersonal, communication, and conflict resolution skills, with the ability to build relationships and influence at all levels.
  • Ability to analyze data, identify trends, and use HR metrics to drive business decisions.
  • Exceptional organizational and time-management skills, with the ability to manage multiple priorities effectively.

Preferred Qualifications
  • Experience in the healthcare field.
  • Compensation background.

A successful HR Business Partner will....
  • Enjoy making a tangible difference by fostering a positive, supportive, and compliant workplace culture that directly contributes to employee satisfaction and organizational success.
  • Appreciate the opportunity to work closely with department leaders, influencing HR strategies that align with organizational goals and shaping the organization's workforce.
  • Find satisfaction in resolving complex employee relations issues, acting as a trusted advisor, and helping employees and managers navigate challenging situations.
  • Value the ability to proactively engage with employees through initiatives and programs that promote workplace culture, recognition, and equity.
  • Take pride in managing and optimizing employee leave programs while ensuring compliance with labor laws and providing compassionate support to employees during their time of need.
  • Appreciate the use of HR metrics and data insights to inform decisions, improve processes, and contribute to organizational effectiveness.
  • Enjoy opportunities to coach and guide others.
  • Thrive in a role that offers variety, balancing employee relations, leave management, leadership support, and HR policy development across multiple facets of the organization.
  • Feel rewarded by helping managers improve team dynamics, foster employee development, and enhance overall performance through effective leadership support.

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