Senior HR & Equity Program Manager

Priority Application Deadline

July 20, 2026

FLSA Status

Exempt

Starting Salary

$79,595 - $92,861 (Step I)

$92,861 - $106,126 (Step 2)

Work Location

Hybrid

The Senior HR & Equity Program Manager helps shape what it feels like to work at the OHSU Foundation, from the moment someone joins our team to the everyday programs that keep us connected, growing, and supported. You'll lead our engagement and onboarding initiatives, coordinate training and development opportunities, and build resources that help managers lead their team with confidence. You'll also manage full-cycle recruitment for assigned roles and contribute to how we attract great talent.

At the heart of this role is a commitment to equity. You'll help carry forward the Foundation's Equity Roadmap, serve as a trusted liaison and advisor to our DEI Committee, and partner closely with the AVP of HR and other stakeholders to make sure equity is something woven into how we hire, train, and support people at the Foundation.

HR PROGRAM MANAGEMENT

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  Oversight of the Foundation's onboarding program, designing a welcoming, structured experience and refreshing it based on new hire feedback

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  Design and deliver learning and development programming, including staff trainings and lunch and learns, with equity built into the experience

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  Plan, coordinate, and facilitate engagement activities that build connection and celebration across the Foundation

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  Oversee manager resources, including the manager newsletter, manager portal, and new manager training pathway

RECRUITMENT & ONBOARDING

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  Independently manage complex full-cycle recruitments for assigned roles

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  Serve as a strategic partner and advisor to hiring managers throughout the process

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  Coach and train managers and interview teams on consistent, inclusive interview practices

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  Identify and apply strategies that help us reach and nurture diverse talent pools

DEI INITIATIVES

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  Partner with the AVP of HR and the DEI Committee to assess current HR policies through an equity lens and support the implementation for specific recommendations for improvement

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  Serve as an advisor and partner to the AVP of HR, providing recommendations on integrating principles of equity and inclusion into HR programs, policies and processes

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  Support the implementation of strategies that promote a culture of equity and inclusion for employees and applicants across HR functions and throughout the full employee experience and lifecycle

• You build trust easily, and you know how to coach, advise, and influence people at every level of an organization

• You're proactive and solutions-oriented, with a customer service mindset toward the people you support

• You can juggle multiple high-impact projects at once without losing sight of priorities

• You have expertise in diversity, equity, and inclusion, and you know how to translate that into practical changes in HR policy and practice

• You understand learning and development principles and have designed trainings people find valuable

• You navigate sensitive or difficult conversations with empathy and care, and you know how to resolve conflict without losing relationships

• You're adaptable and always looking for ways to improve how the team works

• You have strong judgment about when to solve something yourself and when to bring in others

• 5+ years of experience in one or more HR functional areas, such as recruitment, learning and development, performance management, or employee engagement

• Experience designing and implementing DEI initiatives or integrating equity principles into HR programs

• Experience developing and delivering trainings or presentations

• Experience managing cross-functional programs that require coordination and stakeholder engagement

We want to emphasize that there is no such thing as the perfect candidate; candidates who do not have all of the required experience are encouraged to apply. 

• Hybrid work schedule with regular onsite work (2 days per week) expected

• Regular computer-based work, including frequent virtual meetings and events

• Occasional but infrequent work outside standard business hours or in alternate work locations to support meetings, events or programs 

Salary is dependent on experience. Each salary band is broken into three "steps," which correspond with an employee’s experience/tenure, proficiency and performance in that specific role. New employees will typically start at step I of our pay band to allow for later growth, although more experienced candidates may be eligible to start at step II or III. The OHSU Foundation has a structured process for determining starting compensation, taking into account years of related experience, applicable skills, knowledge and abilities, market parity, and internal equity.