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Remote Hr Manager Jobs in Oregon (NOW HIRING)

TEKsystems

Remote Project Manager (Tech)

Portland, OR · Remote

$45/hr

Pay and Benefits The pay range for this position is $45.00 - $45.00/hr. Eligibility requirements ... remote position. Application Deadline This position is anticipated to close on Aug 12, 2026. About ...

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Remote Hr Manager information

See Oregon salary details

$41.2K

$91.1K

$136.9K

How much do remote hr manager jobs pay per year?

As of Aug 11, 2026, the average yearly pay for remote hr manager in Oregon is $91,074.00, according to ZipRecruiter salary data. Most workers in this role earn between $73,000.00 and $105,700.00 per year, depending on experience, location, and employer.

What are the key skills and qualifications needed to thrive as a remote HR manager, and why are they important?

To thrive as a Remote HR Manager, you need a strong background in human resources practices, relevant qualifications such as a bachelor's degree in HR or business, and experience in HR management. Familiarity with HRIS platforms, remote collaboration tools like Slack or Zoom, and certifications such as SHRM-CP or PHR are typically required. Excellent communication, problem-solving, and self-motivation are crucial soft skills for engaging remote teams and handling sensitive matters virtually. These skills and qualifications ensure effective HR operations, employee engagement, and compliance in a remote work environment.

What does a remote HR manager do?

As a remote HR manager, your responsibilities are to develop strategies for the human resources department at your company and oversee their implementation. This includes developing benefits packages, improving onboarding processes for new hires, and ensuring that other HR professionals and department heads train new employees according to company standards. Your duties are also to manage the department, interview candidates, and participate in strategic planning with other departments to ensure that your department’s practices harmonize with departmental and company-wide goals.

What is a remote HR manager?

Remote HR managers are human resources professionals who oversee HR functions such as recruitment, employee relations, compliance, and benefits administration while working entirely or primarily from a remote location. They utilize digital tools and platforms to communicate with employees, manage HR processes, and ensure company policies are upheld. This role requires strong organizational, communication, and technology skills to effectively support a distributed workforce.

What is the difference between Remote Hr Manager vs Remote HR Coordinator?

AspectRemote HR ManagerRemote HR Coordinator
ResponsibilitiesOversees HR strategies, manages teams, handles complex employee relationsSupports HR functions, assists with onboarding, maintains employee records
Required CredentialsHR management experience, HR certifications (e.g., SHRM-CP, PHR)HR-related certifications or relevant experience often preferred
Work EnvironmentLeads HR departments remotely, interacts with management and staffSupports HR team remotely, interacts mainly with employees and HR team
Common UsageUsed by organizations needing strategic HR leadershipUsed for administrative HR support roles

The Remote HR Manager and Remote HR Coordinator roles differ mainly in scope and responsibilities. The HR Manager focuses on strategic HR management and leadership, requiring more experience and certifications. The HR Coordinator handles administrative tasks and supports HR functions. Both roles are common in remote work environments across various industries, but they serve different organizational needs.

How does a remote HR manager effectively maintain team engagement and company culture from a distance?

A Remote HR Manager plays a vital role in fostering team engagement and preserving company culture in a virtual setting. This typically involves organizing regular virtual check-ins, facilitating open communication through digital platforms, and implementing creative team-building activities. They also ensure that recognition programs and feedback mechanisms remain active, despite the lack of physical interaction. Additionally, remote HR Managers often collaborate closely with department heads to tailor engagement strategies to the needs of distributed teams and to address any challenges in real time.
More about Remote Hr Manager jobs
What are the most commonly searched types of Remote Hr jobs in Oregon? The most popular types of Remote Hr jobs in Oregon are:
What are popular job titles related to Remote Hr Manager jobs in Oregon? For Remote Hr Manager jobs in Oregon, the most frequently searched job titles are:
What job categories do people searching Remote Hr Manager jobs in Oregon look for? The top searched job categories for Remote Hr Manager jobs in Oregon are:
What cities in Oregon are hiring for Remote Hr Manager jobs? Cities in Oregon with the most Remote Hr Manager job openings:
Remote Hr Manager jobs near you
Infographic showing various Remote Hr Manager job openings in Oregon as of August 2026, with employment types broken down into 100% Full Time. Highlights an 100% Remote job distribution, with an average salary of $91,074 per year, or $43.8 per hour.

HR Systems Analyst

Industrial Electric Manufacturing

OR • Remote

Full-time

Posted 17 days ago

Job description

Location: US Remote

Reports To: Manager of HR Systems

Salary Range: $88,000-$115,000

Position Summary:

The HR Systems Analyst handles day-to-day administration, configuration, support, testing, documentation, and data integrity for assigned HR systems and modules, payroll, timekeeping, applicant tracking and onboarding, learning, performance, compensation, and benefits. The role authors and supports approved configuration changes, resolves system issues, maintains accurate data, and escalates complex, high-risk, or cross-functional matters to the HR Systems Specialist or HR Systems Manager. Operates with strong attention to detail, confidentiality, and awareness of downstream impacts to payroll, benefits, timekeeping, recruiting, learning, and the employee experience. 

Key Responsibilities:

Configuration & Support 

  • Administer assigned systems, modules, workflows, tables, forms, reports, and business processes; author approved routine and intermediate configuration in the test environment. 
  • Monitor, triage, document, and resolve tickets within service expectations; troubleshoot access, workflow, data, and process issues. 
  • Identify configuration issues, data inconsistencies, and process gaps, escalating high-impact matters appropriately. 

Change Management & Testing 

  • Open change tickets with a testable requirement and proposed tier; co-write test cases and perform build/unit validation (formal Tier 2/3 testing is executed by a business tester outside HR Systems). 
  • Migrates approved changes to production from the approved specification. 
  • Attach test evidence and follow change-management standards, including author=migrator separation and post-deployment verification support. 

Data Integrity, Security & Documentation 

  • Maintain accurate data; support validation, cleanup, reconciliation, and controls/data audits. 
  • Create and maintain documentation job aids, configuration notes, process guides, and testing evidence. 
  • Execute approved security changes with the security owner (no self-approval); follow access, privacy, retention, and cross-border (U.S./Canada) data standards. 

Stakeholders & Projects 

  • Partner with HR Operations, Payroll, Total Rewards, Talent Acquisition, Talent Development, Reporting & Analytics, and IT; clarify requests and communicate status. 
  • Complete assigned configuration, testing, documentation, and data tasks for projects, releases, growth, and compliance or acquisition-integration work. 

Qualifications:

Required 

  • 4+ years of relevant HR systems experience, or equivalent experience supporting HR technology, payroll, talent acquisition, learning, benefits, compensation, or timekeeping. 
  • Hands-on system configuration, user support, testing, troubleshooting, documentation, and ticket resolution. 
  • Ability to handle confidential data with discretion; strong attention to detail; able to follow change-management and segregation-of-duties procedures. 
  • Ability to manage priorities and provide timely support in a remote environment; strong communication and collaboration with HR, Payroll, and IT. 
  • No degree required; equivalent experience considered. 

Preferred 

  • UKG Pro and/or UKG WFM configuration; UKG or other HR-technology certifications. 
  • Applicant tracking, onboarding, learning, performance, compensation, benefits, or timekeeping systems. 
  • Multi-state U.S. and/or Canadian payroll or employee-population support. 

Apply