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Lms Recruiting Jobs in Portland, OR (NOW HIRING)

All JobsLms Recruiting JobsLms Recruiting Jobs in Portland, OR

Lms Recruiting information

See Portland, OR salary details

$50.4K

$86.7K

$119.3K

How much do lms recruiting jobs pay per year?

As of Sep 2, 2026, the average yearly pay for lms recruiting in Portland, OR is $86,696.00, according to ZipRecruiter salary data. Most workers in this role earn between $59,900.00 and $113,500.00 per year, depending on experience, location, and employer.

What is LMS recruiting?

LMS recruiting refers to the process of sourcing, evaluating, and hiring candidates to support the setup, management, and optimization of Learning Management Systems (LMS) within an organization. This can involve recruiting instructional designers, LMS administrators, technical support staff, and e-learning developers who are skilled in using platforms like Moodle, Blackboard, or Canvas. Organizations rely on LMS recruiting to ensure they have the right talent to deliver effective online training and education programs. The role often requires knowledge of both educational best practices and technical LMS functionalities.

What are the key skills and qualifications needed to thrive as an LMS recruiter?

To thrive as an LMS Recruiter, you need a strong background in talent acquisition, understanding of learning management systems (LMS), and experience in HR or recruitment roles. Familiarity with ATS software, popular LMS platforms like Moodle or Cornerstone, and relevant certifications such as SHRM-CP are typically required. Excellent interpersonal communication, organizational skills, and adaptability are essential soft skills for success. These competencies are important to effectively source, evaluate, and onboard candidates who best fit the organization's training and e-learning needs.

How does an LMS recruiting professional typically collaborate with hiring managers and training departments?

An LMS Recruiting professional works closely with hiring managers to understand the specific training and onboarding needs for new employees and ensures the learning management system (LMS) supports those requirements. Frequent collaboration with training departments is also essential to align recruitment efforts with available courses, compliance training, and ongoing learning paths. This role often acts as a bridge, facilitating communication between recruiters, HR, and LMS administrators to ensure smooth integration of new hires into both the organization and its learning ecosystem.

What is the difference between Lms Recruiting vs Lms Talent Acquisition?

AspectLms RecruitingLms Talent Acquisition
CredentialsRecruiter certifications, HR experienceSimilar certifications, strategic HR background
Work EnvironmentFast-paced recruiting teams, staffing agenciesStrategic planning, employer branding teams
Employer & Industry UsageUsed across industries for hiring rolesUsed for long-term talent planning in various sectors
Search & Comparison IntentFocus on hiring processes and candidate sourcingFocus on talent strategy and workforce planning

While both roles involve talent sourcing, Lms Recruiting primarily focuses on the active hiring process, candidate screening, and placement. Lms Talent Acquisition encompasses a broader strategic approach to attracting and retaining talent long-term, often involving employer branding and workforce planning.

What are popular job titles related to Lms Recruiting jobs in Portland, OR?

For Lms Recruiting jobs in Portland, OR, the most frequently searched job titles are:

What job categories do people searching Lms Recruiting jobs in Portland, OR look for?

The top searched job categories for Lms Recruiting jobs in Portland, OR are:

Lms Recruiting jobs near you
Infographic showing various Lms Recruiting job openings in Portland, OR as of August 2026, with employment types broken down into 86% Full Time, 10% Part Time, and 4% Contract. Highlights an 89% Physical, 3% Hybrid, and 8% Remote job distribution, with an average salary of $86,696 per year, or $41.7 per hour.

People Business Partner - Be the Trusted People Partner Our Leaders Can't Imagine Working Without.

Team JCK LLC

Portland, OR • On-site

Full-time

Re-posted 26 days ago

Job description

People Business Partner

Portland, Oregon Area

Position Summary

The Regional People Business Partner (PBP) serves as a strategic partner to Regional Directors and District Managers while supporting the People Operations Department Head in executing enterprise people strategies, leadership initiatives, workforce planning, and organizational priorities across assigned restaurants.

The PBP translates enterprise HR strategy into practical, field-level execution while ensuring legal compliance and reinforcing company values. This position requires strong business acumen, data fluency, and the ability to coach leaders in fast-paced, high-turnover environments.

Key Accountabilities

1. Employee Relations & Risk Mitigation

  • Conduct and document investigations related to harassment, discrimination, wage/hour, and policy violations.
  • Advise leaders on corrective action, documentation, and terminations.
  • Ensure consistent and legally compliant application of policies.
  • Monitor high-risk trends and partner with Safety/Compliance as needed.
  • Reduce litigation exposure through proactive coaching and documentation.

2. Strategic Partnership & Business Alignment

  • Partner with Regional/District leadership to improve efficiencies related to People metrics (e.g. retention, and engagement).
  • Analyze, review and translate People data to guide and inform operational action plans.
  • Support succession planning and bench strength development.
  • Inform and assist leaders in best practices for performance management, conflict resolution, and holding subordinates accountable.
  • Reinforce company values in all things.
  • Support engagement survey follow-ups and post-survey action planning.

3. Talent & Workforce Strategy

  • Partner with Talent Acquisition to address recruiting gaps.
  • Monitor time-to-fill, quality of hire, and short-term turnover trends.
  • Support onboarding improvements to increase short-term retention.
  • Identify leadership readiness and internal promotion opportunities.
  • Support the development, delivery, and reinforcement of enterprise leadership and values-based training programs.
  • Support workforce planning for seasonal volatility and growth.

4. Compliance & Policy Adoption

  • Ensure compliance with federal, state, and local employment laws.
  • Audit field practices for wage and hour compliance.
  • Drive consistent adoption of enterprise policies and systems.
  • Support HRIS, LMS, and documentation usage in the field.

5. Data & Reporting

  • Monitor turnover, retention, labor %, open positions, and engagement metrics.
  • Build and maintain regional dashboards of People metrics to support business conversations.
  • Provide monthly People performance insights and workforce trend analysis to Regional Leaders and the People Ops Department Head to support operational and strategic decision-making.

Core Competencies

  • Business Acumen
  • Data-Driven Decision Making
  • Coaching & Influence
  • Legal & Compliance Knowledge
  • Field Credibility
  • Change Management

Qualifications

  • 6+ years HR experience; multi-unit preferred.
  • SHRM and/or HRCI certification.
  • QSR or retail experience is strongly preferred.
  • Knowledge of federal and state employment law.
  • Strong analytical skills (Excel/HRIS reporting).
  • Experience conducting investigations.
  • Ability to travel within the region (50–75%).
  • English / Spanish bilingual desirable

Apply