Talent Solutions Manager Jobs in Oregon (NOW HIRING)

At Southland, we believe business performance and people performance are inseparable. As we continue to invest in new markets, innovative delivery models, and emerging business opportunities, we are building the next generation of our business and workforce capabilities.

The Sr. HR Business Partner (HRBP) will play a critical role in supporting the growth and evolution of a new and rapidly expanding business line. This is a unique opportunity to help shape a business from the ground up and unlike traditional HRBP roles that support mature organizations, this position requires an entrepreneurial and highly adaptable HR professional who thrives in a fast-paced, growth-oriented environment. The successful candidate will be equally comfortable operating strategically with senior leaders while rolling up their sleeves to build and implement the foundational people processes, programs, and practices needed to scale the business.

As a trusted advisor to business leaders, the HRBP will help translate business objectives into workforce and talent solutions while supporting organizational effectiveness, workforce planning, leadership development, employee engagement, and change management. This role will partner closely with Talent, Total Rewards, Shared Services, People Operations, and other Centers of Excellence to leverage enterprise resources while tailoring solutions to the unique needs of a growing business.

This role is ideal for an HR professional who enjoys building, creating, and scaling. The successful candidate will bring a builder's mindset, strong business acumen, operational agility, and the ability to navigate ambiguity while helping leaders create a high-performing organization capable of supporting rapid growth.

Successful candidates will have experience supporting growth-oriented businesses, start-up or greenfield operations, business transformations, manufacturing or operational environments, or organizations undergoing significant scale and change. They must be comfortable wearing multiple hats, balancing strategic thinking with operational execution, and helping leaders build both the business and the workforce simultaneously.

• Partner with leaders to develop workforce strategies aligned to businessobjectives.
• Assess future workforce capability requirements and talent risks.
• Identifyworkforce trends and develop proactive talent solutions.
• Facilitate strategic workforce planning discussions with leadership teams.

• Lead organizational design and workforce optimization efforts.
• Assess organizational structures, decision rights, spans of control, and leadership effectiveness.
• Facilitate leadership team effectiveness discussions.
• Partner with leaders to improve organizational performance and scalability.

• Lead people‑related aspects of organizational transformations.
• Support acquisitions, integrations, restructures, and leadership transitions.
• Develop change management strategies and implementation plans.
• Assess organizational readiness and adoption risks.
• Coach leaders through periods of significant change.

• Facilitate talent review and succession planning processes.
• Identifycritical talent risks and leadership gaps.
• Partner with Talent COEs to accelerate leadership readiness.
• Drive development strategies for key talent populations.

• Collaborate closely with Talent, Total Rewards, Shared Services, Employee Relations, and People Operations leaders.
• Influence enterprise programs based on business needs and feedback.
• Ensure enterprise strategies are effectively translated into business execution.
• Serve as an enterprise steward while advocating for business priorities.

• Leadership teams are stronger and more effective.
• Succession pipelines improve.
• Organizational effectiveness measures improve.
• Changeinitiativesachievedesired outcomes.
• Workforce plans support business growth.
• Enterprise and business priorities remain aligned.

• Bachelor's degree in Human Resources, Business, Organizational Development, Psychology, or related field.
• 8+yearsprogressive HR experience.
• Experience advising senior leaders and leadership teams.
• Strongexpertisein organizational effectiveness, workforce planning, talent management,and changeleadership.
• Demonstrated ability to influence without authority.

• Experience supporting acquisitions or integrations.
• Construction, engineering, industrial, energy, manufacturing, or project-based business experience.
• SHRM-SCP, SPHR, or equivalent certification.
• Experience facilitating organization design and leadership effectiveness initiatives.

• 401(k) plan with 50% company match (no cap) and immediate 100% vesting
• Medical, dental, and vision insurance (100% paid for employee)
• Annual bonus program based upon performance, achievement, and company profitability
• Term life, AD&D insurance, and voluntary life insurance
• Disability income protection insurance
• Pre-tax flexible spending plans (health and dependent care)
• Paid parental leave
• Paid holidays, vacation, and personal time
• Training/professional development opportunities and company-paid memberships for professional associations and licenses
• Wellness benefits

Southland Industries and all its subsidiaries are an Equal Opportunity Employer and prohibits discrimination and harassment of any kind. We are committed to the principle of equal employment opportunity for all employees and to providing our employees with a safe work environment free of discrimination and harassment. All employment decisions at Southland Industries are based on business needs, job requirements and individual qualifications, without regard to race, color, religion or belief, gender, national origin, ancestry, age, disability, medical condition, marital status, family care or medical leave status, veteran status, or any other status protected by the laws or regulations in the locations where we operate. Southland Industries will not tolerate discrimination or harassment based on any of these characteristics.