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Tutor Executive Function Coach Jobs in Portland, OR

Snowrelic Inc

Technical Scrum Master

Hillsboro, OR · On-site

$56 - $74.75/hr

Experience overseeing multi-function project teams with at least 10-15 team members in 2-3 project ... including the executive level * Effective leadership skills including mentoring, coaching ...

ceinc

Sr. VP Sales and Business Development

Portland, OR · On-site

$385K - $455K/yr

Coach Account Executives into executive-level selling -- engaging COOs, CFOs, and Corporate ... Partner closely with Marketing as a peer commercial function and with Product as a strategic ally

MSCCN

Operations Manager

Hillsboro, OR · On-site

$100K/yr

As a member of our executive management team, you will play a key role in driving continuous ... Provide backup to Operations Supervisor, Record Requests function as needed. * Conduct complex ...

Astound

Cyber Security Engineer

Portland, OR · On-site

We invest in our people through personalized training, coaching, and a supportive work environment ... This role operates within the Security Operations function and plays a critical role in threat ...

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Showing results 21-40

All JobsTutor Function Coach JobsTutor Executive Function Coach JobsTutor Executive Function Coach Jobs in Portland, OR

Tutor Executive Function Coach information

See Portland, OR salary details

$36.1K

$58.9K

$71.6K

How much do tutor executive function coach jobs pay per year?

As of Aug 10, 2026, the average yearly pay for tutor executive function coach in Portland, OR is $58,858.00, according to ZipRecruiter salary data. Most workers in this role earn between $54,100.00 and $64,700.00 per year, depending on experience, location, and employer.

What are the key skills and qualifications needed to thrive as a Tutor Executive Function Coach, and why are they important?

To thrive as a Tutor Executive Function Coach, you need a background in education, psychology, or a related field, with expertise in executive functioning skills and learning strategies. Familiarity with tools such as digital planners, scheduling apps, and student progress tracking systems is often required, and certifications in coaching or special education can be advantageous. Strong communication, patience, and motivational skills are essential to effectively support students and foster self-regulation. These competencies are crucial for empowering students to develop organizational skills, improve academic performance, and achieve greater independence.

What is the difference between Tutor Executive Function Coach vs Academic Tutor?

AspectTutor Executive Function CoachAcademic Tutor
CredentialsOften requires certifications in coaching or psychology, plus knowledge of executive functionsTypically requires subject-specific degrees or certifications
Work EnvironmentOne-on-one coaching sessions, often in private settings or onlineClassroom, tutoring centers, or online for specific subjects
Employer & IndustryEducational coaching companies, private practice, or schoolsSchools, tutoring centers, or private clients

The main difference is that a Tutor Executive Function Coach focuses on developing skills like organization, time management, and self-regulation, often requiring specialized coaching credentials. An Academic Tutor primarily helps students improve in specific subjects. While both roles support student success, the Executive Function Coach emphasizes broader cognitive skills essential for learning and independence.

How does a Tutor Executive Function Coach typically work with students to address organizational and time management challenges?

A Tutor Executive Function Coach collaborates closely with students to identify specific organizational and time management difficulties, such as prioritizing assignments or managing deadlines. Through regular one-on-one sessions, coaches teach students strategies like breaking tasks into manageable steps, using planners, and setting achievable goals. They often communicate with parents, teachers, or other support staff to ensure a consistent approach and monitor progress. This role requires patience and adaptability, as each student may need a tailored plan and ongoing encouragement to build lasting executive function skills.

What is a Tutor Executive Function Coach?

A Tutor Executive Function Coach is a professional who works with students to develop and strengthen their executive function skills, such as organization, time management, planning, and self-regulation. These coaches often support students with learning differences like ADHD or those who struggle with academic tasks due to difficulties in these areas. The coach uses personalized strategies and tools to help students become more independent and successful in their academic and everyday lives. Sessions may include goal setting, creating routines, managing assignments, and building problem-solving skills.
What are popular job titles related to Tutor Executive Function Coach jobs in Portland, OR? For Tutor Executive Function Coach jobs in Portland, OR, the most frequently searched job titles are:
What job categories do people searching Tutor Executive Function Coach jobs in Portland, OR look for? The top searched job categories for Tutor Executive Function Coach jobs in Portland, OR are:
Tutor Executive Function Coach jobs near you
Infographic showing various Tutor Executive Function Coach job openings in Portland, OR as of August 2026, with employment types broken down into 42% Full Time, 57% Part Time, and 1% Contract. Highlights an 97% Physical, 1% Hybrid, and 2% Remote job distribution, with an average salary of $58,858 per year, or $28.3 per hour.

Director, HR Business Partnerships & Employee Relations

TEC Equipment, Inc.

Portland, OR • On-site

Full-time

Medical, Vision, Life, Retirement, PTO

Re-posted 15 days ago

TEC Equipment rating

7.3

Company rating: 7.3 out of 10

Based on 24 frontline employees who took The Breakroom Quiz

49th of 151 rated car dealerships

Job description

About Us
Headquartered in Portland, Oregon, TEC has 30+ locations from Seattle to San Diego to the Midwest, serving thousands of customers across Washington, Oregon, California, Nevada, Arizona, Nebraska, Iowa and South Dakota.
TEC Equipment features Mack and Volvo heavy-duty trucks, Hino and Isuzu medium duty trucks, Stoughton trailers and Cottrell auto transport trailers. We offer a large and desirable inventory of new Mack and Volvo heavy-duty trucks and all makes of used trucks. Our full-service line-up also features quality parts, state-of-the-art service, collision centers and fuel, leasing/rental, financing, and insurance. Our locations are authorized service centers for Mack, Volvo, Cummins, Meritor, Eaton and Fuller warranties. TEC truly offers the convenience of one-stop shopping for all trucking-related needs.
Overview
The Director of HR Business Partnership & Employee Relations owns the strategic and human-judgment side of TEC's people function - partnering with senior leaders to shape the organization, and handling the sensitive, risk-laden situations that protect both employees and the company. Reporting to the EVP of Corporate Services, this role serves as the strategic HR business partner to leaders across the enterprise: advising on organization design, applying compensation plans and structures with managers, and bringing workforce data to bear on people decisions. It also leads employee relations, workplace investigations, and performance management, setting the standard for fair, consistent, and defensible handling of employee matters. The Director co-leads the HR function as a peer to the Director of HR Operations - partnership and people judgment on one side, systems and operations on the other.
Responsibilities
Serve as a Strategic HR Business Partner
  • Organization Design: Partner with senior leaders across the enterprise to shape and optimize organizational designs - structures, roles, spans, and reporting relationships - that fit the business model and scale with growth. Advise and recommend; senior leaders decide.
  • Compensation Application: Work with managers to apply compensation plans and structures to real pay decisions - translating the models, ranges, and data that HR Operations develops into fair, consistent, well-reasoned outcomes. Guide leaders through comp conversations.
  • Workforce Strategy: Partner with leaders on applying the workforce planning materials to their markets - anticipating capability needs, succession, and staffing ahead of demand rather than reacting to it.
  • Trusted Advisor: Serve as the strategic people advisor to business-unit leaders, bringing an HR perspective to their planning and helping them make better people decisions.

Lead Employee Relations
  • ER Case Management: Own the intake, triage, and resolution of employee relations matters across the enterprise. Bring consistency, fairness, and sound judgment to every case, and maintain defensible documentation throughout.
  • Workplace Investigations: Lead prompt, thorough, and impartial investigations into complaints, misconduct, and policy violations. Reach well-reasoned findings and recommend action that is fair and legally sound.
  • Conflict Resolution: Serve as a neutral resource for resolving workplace conflict before it escalates. Mediate disputes and coach parties toward durable resolution.

Own Performance & Disciplinary Management
  • Performance Management: Own the performance-management framework - coaching plans, improvement plans, and the difficult conversations that come with them. Help managers address performance honestly and early.
  • Disciplinary & Termination Process: Guide managers through disciplinary action and terminations, ensuring decisions are consistent, well-documented, and defensible. Serve as the check that protects both the employee and the company.
  • Manager Coaching: Coach leaders across the enterprise on handling people issues - raising the quality and consistency of people decisions rather than owning them outright.

Advise on Policy, Risk & Compliance
  • Policy Interpretation & Advising: Serve as the go-to interpreter of HR policy and employment law in live situations. Advise leaders on the right course of action when the answer isn't in the handbook.
  • Situational Compliance & Risk: Own the risk-sensitive side of compliance - investigations, disciplinary defensibility, and matters with legal exposure. Partner with Legal on high-risk situations.
  • Accommodations & Protected Leave (Advisory): Own the judgment calls on contested accommodations and situations that intersect with protected leave, partnering with HR Operations, which administers leave and the interactive process.

Bring People Analytics to Decisions
  • Workforce Insight: Translate workforce data - turnover, engagement, movement, cost - into clear, actionable recommendations that senior leaders can act on.
  • Evidence for Strategy: Bring data to org-design, comp-application, and workforce-planning conversations so people decisions rest on evidence, not just instinct. Partner with HR Operations, which owns the underlying systems and data.

Strengthen Culture & Engagement
  • Engagement & Culture: Champion a healthy, values-aligned workplace culture. Use engagement data and listening tools to identify issues early and advise leadership on where to act.
  • Employee Voice: Provide a trusted, confidential channel for employees and a fair process for raising concerns. Close the loop so employees see that issues are taken seriously.

Build and Optimize a Team That Scales
  • Team Leadership: Hire, develop, and lead a team of HR and ER professionals who embody TEC's values and culture. Coach for judgment, not just task completion.
  • Development Systems: Implement development programs including ramp plans, personal development plans, quarterly feedback, and varied learning methods (on-the-job, shadowing, example-based, direct instruction).
  • Budget Ownership: Own the business-partnership and employee-relations budget. Plan, track, and steward departmental resources; make resource-allocation decisions grounded in return and risk.

Serve as a Collaborative HR Leadership Partner
  • Shared HR Leadership: Partner closely with the Director of HR Operations to lead the HR function as an integrated department - business partnership and employee relations on one side, operations and systems on the other - ensuring the whole function is aligned in support of the enterprise.

Coordinated Team Support: Collaborate on priorities, communication, workload planning, and issue resolution so that leaders and employees receive consistent, practical, and timely HR support across the organization.
Qualifications
  • Education and/or experience equivalent to a Bachelor's Degree in Human Resources, Business, Management, or a related field. SHRM-SCP / SPHR, or coursework in employment law, is preferred.
  • 7+ years of progressive HR experience spanning employee relations and strategic HR business partnership, including prior people-management responsibility.
  • Demonstrated experience as an HR business partner to senior leaders - organization design, compensation application, and workforce planning.
  • Demonstrated experience leading workplace investigations and resolving complex ER matters.
  • Strong command of employment law and its application to real situations (Title VII, ADA, FMLA, FLSA, and state equivalents).
  • Experience using workforce data and analytics to inform people decisions.
  • Experience operating across multiple locations and business units of varying sophistication.
  • Strategic HR judgment - connects people decisions to business outcomes.
  • Expert judgment in sensitive, ambiguous, and high-stakes people situations.
  • Working knowledge of organization design and compensation structures, and how to apply them with managers.
  • Deep knowledge of employment law and the ability to translate it into practical, defensible guidance.
  • Skilled investigator - impartial, thorough, and able to reach and document sound conclusions.
  • Comfortable with workforce data - reads it, questions it, and turns it into recommendations.
  • Excellent conflict-management, coaching, and difficult-conversation skills.
  • Discretion and confidentiality; earns trust across all levels of the organization.
  • Exceptional written and oral communication and interpersonal skills.
  • Builds effective relationships with internal and external partners; organizationally savvy.

Benefits
TEC provides our employees and their families with a full menu of health, wellness, and retirement benefits.
New hires are eligible to participate in TEC Equipment's comprehensive benefits plan the first of the month following your date of hire.
  • Choice of two comprehensive medical plan options that include prescription drug coverage
  • Choice of two dental plans that cover preventative and diagnostic care, basic and major services, and orthodontia for children
  • Vision care, discounted hearing exams, and hearing aids
  • 401(k) retirement savings plan with company contribution
  • Life, accident, and disability insurance
  • Employee Assistance Program (EAP)
  • Education assistance
  • Seven paid holidays, vacation accrual of at least 48 hours per year, and paid sick

Statements
All offers of employment are contingent upon successful completion of all applicable screenings.
We are an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, gender identity, sexual orientation, national origin, disability status, protected veteran status, or any other characteristic protected by law.
Pursuant to the San Francisco Fair Chance Ordinance and the Los Angeles Fair Chance Ordinance, we will consider for employment qualified applicants with arrest and conviction records.

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