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People Development Jobs in Oregon (NOW HIRING)

Socket.dev

Director of People

Portland, OR · On-site

$120 - $170/hr

The Director of People helps Hampton Lumber attract talent, develop future leaders, strengthen ... Oversee development and distribute policies and handbooks. * Lead initiatives that standardize HR ...

SwingDev-a hippo company

People Partner

OR · On-site +1

$116K/yr

... Development Gear with Apple Logo and monitor 50% reimbursement for courses, conferences, books & certificates Free access to private language lessons 6 Personal Development & 4 Voluntary Non-service ...

ES-O-EN Management LLC

Restaurant General Manager

Keizer, OR · On-site

$54K - $74K/yr

A successful candidate will have strong leadership and communication skills, a track record of people development, and a positive attitude. To ensure clear communication with both customers and team ...

ES-O-EN Management LLC

Restaurant General Manager

Salem, OR

$54K - $75K/yr

A successful candidate will have strong leadership and communication skills, a track record of people development, and a positive attitude. To ensure clear communication with both customers and team ...

ES-O-EN Management LLC

Restaurant General Manager

Bend, OR

$57K - $79K/yr

A successful candidate will have strong leadership and communication skills, a track record of people development, and a positive attitude. To ensure clear communication with both customers and team ...

ES-O-EN Management LLC

Restaurant General Manager

Keizer, OR · On-site

$54K - $74K/yr

A successful candidate will have strong leadership and communication skills, a track record of people development, and a positive attitude. To ensure clear communication with both customers and team ...

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People Development information

See Oregon salary details

$30.7K

$56.5K

$85.6K

How much do people development jobs pay per year?

As of Aug 25, 2026, the average yearly pay for people development in Oregon is $56,478.00, according to ZipRecruiter salary data. Most workers in this role earn between $44,900.00 and $63,400.00 per year, depending on experience, location, and employer.

What is a people development?

A People Development job focuses on enhancing employees' skills, performance, and growth within an organization. This role involves training, coaching, career development, and employee engagement strategies to foster a positive work environment. People Development professionals collaborate with leadership to create learning initiatives that align with company goals. Their ultimate aim is to improve employee satisfaction, retention, and productivity.

What are the key skills and qualifications needed to thrive in the people development position, and why are they important?

To thrive in People Development, you need expertise in training design, talent management, and organizational development, usually backed by a background in human resources or learning and development. Familiarity with Learning Management Systems (LMS), e-learning authoring tools, and certifications such as CPLP or SHRM-CP are often highly valued. Excellent communication, facilitation, and interpersonal skills help drive engagement and foster a positive learning culture. These skills are crucial for successfully enhancing employee growth, supporting organizational goals, and ensuring effective capability-building initiatives.

What advancement opportunities are available for professionals in people development roles?

People Development professionals often have a clear pathway for career growth, including roles such as People Development Manager, Director of Learning and Development, or Chief Human Resources Officer. Success in this field can also lead to specialized positions in leadership coaching, organizational strategy, or talent management. The field values individuals who demonstrate measurable impact on employee performance and engagement, and ongoing professional development is encouraged. Advancement is frequently supported by taking on larger strategic projects, obtaining advanced certifications, and expanding your influence within the organization. Many employers also offer mentorship programs and access to industry conferences to support career progression.

What are popular job titles related to People Development jobs in Oregon?

For People Development jobs in Oregon, the most frequently searched job titles are:

What job categories do people searching People Development jobs in Oregon look for?

The top searched job categories for People Development jobs in Oregon are:

People Development jobs near you
Infographic showing various People Development job openings in Oregon as of August 2026, with employment types broken down into 1% As Needed, 80% Full Time, 17% Part Time, and 2% Contract. Highlights an 86% Physical, 3% Hybrid, and 11% Remote job distribution, with an average salary of $56,478 per year, or $27.2 per hour.

Human Resources & People Development Manager

Jones & Roth, P.C.

Eugene, OR • On-site

Full-time

Medical, Dental, Vision, Retirement

Posted 4 days ago

Job description

At Jones & Roth, we believe our people are our greatest asset. We are committed to creating an environment where team members can build meaningful careers, grow professionally, and make a positive impact on our clients, communities, and one another.
The Human Resources & People Development Manager serves as a strategic partner to firm leadership by leading human resources, employee development, performance management, and employee engagement initiatives that support our people-first culture and long-term success.
This role collaborates closely with partners, directors, managers, the recruiting team, and employees to attract, develop, engage, and retain talented professionals. The Manager is responsible for HR administration and compliance, employee benefits, learning and development, performance management, employee engagement, and recruiting support while helping strengthen the firm's culture and employee experience.
This is an opportunity to influence the employee experience across the firm, help develop future leaders, strengthen workplace culture, and contribute to the long-term success of our people and organization.
The ideal candidate is a collaborative relationship-builder who enjoys developing people, coaching leaders, fostering employee growth, and creating learning opportunities that help individuals and teams thrive. While technology is leveraged to improve efficiency and effectiveness, we believe strong relationships, meaningful conversations, coaching, and personal connection remain central to employee growth and organizational success.
Key Areas of Responsibility
Human Resources Leadership & Compliance
  • Lead day-to-day human resources functions throughout the employee lifecycle.
  • Ensure compliance with federal, state, and local employment laws and regulations.
  • Maintain HR policies, procedures, employee handbook content, and related programs.
  • Provide guidance to firm leaders on HR matters, employee relations, and best practices.
  • Maintain employee records and HR systems while ensuring confidentiality and data integrity.
Benefits Administration
  • Administer employee benefit programs, including medical, dental, vision, retirement, disability, wellness, and leave programs.
  • Serve as a resource for employee benefits questions and support.
  • Coordinate annual open enrollment and employee communications.
  • Partner with brokers, vendors, and leadership to evaluate and enhance benefit offerings.
Learning & Development
  • Partner with firm leaders to identify individual, team, and organizational learning and development needs.
  • Develop, coordinate, and facilitate non-technical training programs focused on communication, leadership, critical thinking, coaching, client service, relationship building, time management, and other professional skills.
  • Partner with leadership to identify development needs, performance trends, and growth opportunities and create learning initiatives that strengthen communication, leadership, collaboration, accountability, and client service across the firm.
  • Support mentoring, coaching, leadership development, and succession planning initiatives.
Performance Management
  • Manage the firm's semi-annual performance management process and support ongoing employee feedback throughout the year.
  • Collaborate with leaders to identify performance concerns and development opportunities.
  • Assist in creating and monitoring performance improvement plans and individual development plans.
  • Help establish measurable goals, accountability expectations, and developmental objectives.
  • Promote consistent and effective performance management practices across the firm.
Talent Acquisition & Recruiting Support
  • Support recruiting and selection efforts for experienced CPA, professional, and administrative positions.
  • Collaborate with the recruiting team and firm leaders to support workforce planning efforts.
  • Participate in interviews, candidate evaluations, and hiring discussions as appropriate.
  • Support campus recruiting initiatives and intern programs as needed.
  • Coordinate onboarding and integration activities to support successful transitions for new team members.
HRIS & Technology
  • Utilize HRIS, learning management systems, and related technologies to support HR operations and employee development.
  • Track and report on HR, engagement, retention, and learning metrics.
  • Identify opportunities to improve processes, efficiency, and the employee experience through technology.
Employee Engagement & Culture
  • Foster a culture of continuous learning, accountability, collaboration, and professional growth.
  • Build trusted relationships across all levels of the firm.
  • Gather employee feedback and collaborate with leadership to enhance the employee experience.
  • Support employee engagement, wellness, recognition, and culture-building initiatives.
  • Serve as a champion of the firm's values and people-first philosophy.
Why Join Jones & Roth?
  • Be a trusted advisor to firm leadership.
  • Help shape the employee experience and workplace culture.
  • Develop future leaders and support meaningful career growth.
  • Work in a collaborative, relationship-focused environment.
  • Make a lasting impact on the success of our people and organization.
  • Join a firm that values relationships, continuous learning, accountability, and professional growth.

Required Qualifications
  • Five or more years of progressive experience in Human Resources, Learning & Development, Organizational Development, Talent Management, or a related field.
  • Knowledge of employment law, HR compliance, employee relations, and benefits administration.
  • Experience developing and facilitating employee training and development programs.
  • Experience partnering with leaders on performance management, employee development, and engagement initiatives.
  • Strong communication, coaching, facilitation, and relationship-building skills.
  • Strong organizational, project management, and problem-solving abilities.
  • Ability to maintain confidentiality and exercise sound judgment in sensitive situations.
  • Proficiency with Microsoft Office applications and HR technology platforms.
  • Ability to work collaboratively across all levels of the organization.
Preferred Qualifications
  • Experience in public accounting, professional services, consulting, or another client-service environment.
  • Experience with leadership development, performance management, and employee coaching programs.
  • SHRM-CP, SHRM-SCP, PHR, SPHR, CPTD, or related professional certification.
  • Experience utilizing HRIS and learning management systems.

Apply