JULY 2015 NEWSLETTER

Message from your President

Hello SHRMshyRogue Valley Members

Itrsquos Julyhellip a wonderful time of summer BBQrsquos campshyouts and fireworks and donrsquotforget SMORES Irsquod like to share a few good things your local SHRM Chapter hasbeen working on for July

Top NewsshyWe have a program this month Strategic Negotiation Skills presented byProfessor Alan Cabelly of Portland Leadership Institute Please watch for thepostcard and email to RSVP if yoursquore able to attend

shy Congratulations on all our members who have received their SHRM Certificationthis year Whether you have the HRCI Certification or the SHRM Certification orboth wersquore proud to have you affiliated with Rogue Valley SHRM

shyMany of you probably attended the National SHRM conference at the end of JuneWe hope you enjoyed your trip to Las Vegas for a little sunshine good food andVegas funhellipalong with all the useful SHRM presentations provided at theconference Which was your favorite If you feel like a particular topic was topnotchand yoursquod like to see something similar for our 2016rsquos program please let a boardmember know

Subscribe Share Past Issues Translate

If there is anything else you would like to see on the website or a great programtopic or even an HR related question please feel free to contact us wersquore here toserve

Respectfully

Tanya Haakinson PHR SHRMshyCPPresident Rogue Valley ChaptershySHRM

July Program

Strategic Negotiation Techniques

Strategic negotiation techniques help you transform your daily interactions HRExecutives regardless of their focus must negotiate All of their interactions involvenegotiations HR Executives resolve far more disputes through negotiation thanthrough sheer power This is a basic fact that must be recognized Effectivenegotiation is no longer about tactics it is about a strategic assessment of bothparties needs This workshop is designed to develop that understanding Well lookat ways to build strategic relationships with your subordinates peers and mostimportantly with your executive team improving your effectiveness as a negotiator

Date Wednesday July 22 2015Networking 730 am to 800 am

Workshop Time 800 am to 1000 am

About the Presenter Alan Cabelly (PhD University of Washington) has been aHuman Resource Management faculty member at Portland State University since1980 He teaches Leadership and Human Resource Management at theundergraduate graduate and executive levels as well as to many groupsnationally and internationally He recently completed a sabbatical that saw himteach academic and executive programs in Viet Nam France China andGermany These and other diverse travel experiences allow him to bring uniqueapproaches to his work Prof Cabelly is founder and Executive Director of the Portland Leadership Institute(wwwportlandleadershipinstitutecom) which focuses on Leadership Excellence in

the 21st century He uses the DiSC system and other contemporary techniques forExecutive and Leadership Coaching and speaks extensively on StrategicNegotiations Authentic Leadership Generation Similarities and Differences in the

Workplace Work for the 21st Century Using Whole Brain Thinking for IncreasedEffectiveness and various Human Resource Management topics His personalmission is to help individuals increase their leadership skills and improve thefunctioning of their work teams He helps people find passion in their work lifeenvironment leading to greater individual engagement and satisfaction andincreased organization productivity The blog on the Institute web pages identifiesthis work and describes much of his international work in detail Prof Cabelly has been named SHRM Advisor of the Year twice DistinguishedMember of NHRMA and earned the Human Resources Award of Excellence fromPHRMA He was President of NHRMA in 2000 and Director of the Oregon StateCouncil of SHRM in 2009 and currently serves as the NHRMA 2015 ConferencecoshyDirector of Programs PHRMArsquos coshyDirector of Programs and the Oregon StateCouncilrsquos Revenue Generation Director In his spare time he gardens travels theworld and remains physically active

Meeting Location Smullin Health Education Center Lecture Hall 1 2825 E Barnett Road Medford OR 97501 Cost $1000 per member No charge for first time guestsstudents $1500 for nonshymemberCredits SHRM amp HRCI credits pendingRSVP To Julie Carr juliecarrblackstoneaudiocomWebsite wwwshrmroguevalleyshrmorg

Alert Quick Hits from the Oregon Legislature

About the Presenter Alan Cabelly (PhD University of Washington) has been aHuman Resource Management faculty member at Portland State University since1980 He teaches Leadership and Human Resource Management at theundergraduate graduate and executive levels as well as to many groupsnationally and internationally He recently completed a sabbatical that saw himteach academic and executive programs in Viet Nam France China andGermany These and other diverse travel experiences allow him to bring uniqueapproaches to his work Prof Cabelly is founder and Executive Director of the Portland Leadership Institute(wwwportlandleadershipinstitutecom) which focuses on Leadership Excellence in

the 21st century He uses the DiSC system and other contemporary techniques forExecutive and Leadership Coaching and speaks extensively on StrategicNegotiations Authentic Leadership Generation Similarities and Differences in the

Workplace Work for the 21st Century Using Whole Brain Thinking for IncreasedEffectiveness and various Human Resource Management topics His personalmission is to help individuals increase their leadership skills and improve thefunctioning of their work teams He helps people find passion in their work lifeenvironment leading to greater individual engagement and satisfaction andincreased organization productivity The blog on the Institute web pages identifiesthis work and describes much of his international work in detail Prof Cabelly has been named SHRM Advisor of the Year twice DistinguishedMember of NHRMA and earned the Human Resources Award of Excellence fromPHRMA He was President of NHRMA in 2000 and Director of the Oregon StateCouncil of SHRM in 2009 and currently serves as the NHRMA 2015 ConferencecoshyDirector of Programs PHRMArsquos coshyDirector of Programs and the Oregon StateCouncilrsquos Revenue Generation Director In his spare time he gardens travels theworld and remains physically active

Meeting Location Smullin Health Education Center Lecture Hall 1 2825 E Barnett Road Medford OR 97501 Cost $1000 per member No charge for first time guestsstudents $1500 for nonshymemberCredits SHRM amp HRCI credits pendingRSVP To Julie Carr juliecarrblackstoneaudiocomWebsite wwwshrmroguevalleyshrmorg

Alert Quick Hits from the Oregon Legislature

June 2015by Suz Montemayor Area HR Manager BBSI

The Oregon Legislature has been very active this session passing new employmentlegislation Here is a quick summary of some of the bills that have passed in recentweeks

Statewide Sick Leave shy Effective January 1 2016 all Oregon employers mustprovide sick leave to employees who perform work in Oregon Sick leave must bepaid for employers with 10 or more employees (6 or more in Portland) Employeesmust accrue at least 1 hour for every 30 hours worked and they must be able toaccrue at least 40 hours per year BOLI has authority to promulgate rules that willfurther clarify the sick leave lawSocial Media Protections shy Effective January 1 2016 it is unlawful for an employerto do any of the following

To require an employee or applicant to establish or maintain a personalsocial media accountTo require an employee or applicant to allow an employer to advertise on apersonal social media accountTo refuse to hire an applicant or to take any negative employment actionagainst an employee for failing to do one or both of these two things

Amendment to Oregons Domestic Violence Leave Act shy The law is currentlywritten so employees have the option of using all available vacation time while onleave Effective January 1 2016 employees may also use sick and personal timeThis law probably changes very little in the way most employers administer thisleave law as most employers allow employees to use all paid time off available tothem for any type of leaveProtections for Employee Discussion of Wages shy It is an unlawful practice to takeany negative employment action against an employee who discusses or discloseshis or her wages or the wages of another employee It is also unlawful to retaliateagainst any individual for making a complaint or participating in an investigationrelated to a complaint of discipline for discussing or disclosing wages While thesetypes of communications already receive protection under the NLRA this lawcreates a state cause of action and applies to all employees (includingmanagement and supervisory personnel)Amendment to the Oregon Family Leave Act shy Employers are required to maintainhealth insurance coverage for employees and dependents at the same level theywould have had if the employee was still working Practically speaking this lawchanges very little because most employers either are required to maintaincoverage for employees because they are covered by FMLA or they alreadycontinue health coverage because of OFLAs requirement that coverage beimmediately reinstated when an employee returns to workBanshytheshyBox Legislation shy It is unlawful to ask about criminal convictions on anemployment application or exclude an applicant from an initial interview based on

a criminal conviction If an employer does not conduct interviews an employermay not inquire about criminal convictions prior to making a conditional offer ofemployment This law does not apply to law enforcement volunteers the criminaljustice system or if another law requires an earlier inquiry into an applicantscriminal backgroundChange to NonshyCompetition Agreement Maximum Length shy The maximum lengthof enforceability of a nonshycompetition agreement has been two years after anemployee separates from employment This law changes that maximum length to18 months for all agreements entered into after January 1 2016

ROGUE VALLEY CHAPTERshySHRM 2015 PROGRAM CALENDAR Smullin Center Rogue Regional Medical Center (RRMC)

January 21 2015800 shy 1000 am The HR Professional Competency Model A Road Map for SuccessPresented by Kari Strobel PhDSociety for Human Resource Management (SHRM)No Credits February 18 2015800 shy 1000 am Active ShooterWorkplace Violence Presented by Jeff Gedding from BoiseshyCascade HRCI amp SHRM Credits awarded March 18 2015800 shy 1000 am Diversity Roundtable Presented by Trish Forde SPHR GPHR SHRMshySCPHuman Resources and Safety Manager The Hershey CompanySHRM Credits awardedHRCI Credits pending April 15 2015800 shy 1000 am Workforce Investigations Drug Use in Workplace Presented by Michelle RobisonHuman Resource Manager Carestream andTrish Forde SPHR GPHR SHRMshySCPHuman Resources and Safety Manager The Hershey CompanySHRM Credits awardedHRCI Credits pending May 20 2015800 am ndash 400 pm Annual Legal Seminar Presented by attorneys from Barran Liebman LLCand Jennifer BoumanshySteagall June shy No program July 22 2015800 shy 1000 am Strategic Negotiation TechniquesPresented by Allen Cabelly SPHR

Professor Portland State UniversityExecutive Director and Founder Portland Leadership Institute August 19 2015800 ndash 1000 am Seat at the Leadership Table Presented by Jeanette TrummHuman Resources Director Neuman Hotel Group September 16 2015800 ndash 1000 am Are you talking to mePresented by Jennifer BoumanshySteagallSHRM Credits awardedHRCI Credits pending October 21 2015TBD November 18 2015TBD December shy No program

CAREER OPPORTUNITIES

Asante

Human Resources Analyst Asante was created by and for the residents of Southern Oregon andNorthern California We are a locally owned notshyforshyprofit comprehensivecommunity health care system serving over 550000 residents in ninesurrounding counties Progressive and visionary Asante is in the medicalforefront Virtually all medical specialties and services are represented in anorganization dedicated to personalized care and sophisticated technology With approximately 4600 employees Asantersquos entities offer outstandingopportunities for career advancement and professional growth Our missionis simple Asante exists to provide quality healthcare services in acompassionate manner valued by the communities we serveAt Asante we believe that we are defined by our values ndash the traits that guideus as we serve patients and the community Excellence shy Respect shy Honesty shy Service ndash Teamwork The Human Resources Analyst is responsible for collecting validating andanalyzing data to make recommendations to improve HR programspractices and services Also coordinates specific assigned HR programssuch as compensation or benefit programs and actively participate incommunication of HR programs Responsible for performing a full range of duties with respect to calculatingbenefit estimates new retiree benefits and vested benefits In this role youwill be the subject matter expert for all retirement plans Prepare appropriatecorrespondence and follow up on all requests and correspondenceregarding benefit estimates new retiree benefits active death benefitsvested benefits and purchase of service credit This will include respondingto incoming telephone inquiries counseling members in person and replyingto correspondence from members regarding various benefits and credits Process new retiree applications requests for benefit estimates and vestedbenefits and ensure that member files contain the appropriatedocumentation in order to complete such benefitsestimates In this position required skills include research methodology and analysistechniques proposal writing knowledge of word processing andspreadsheets project management experience demonstrated oral andwritten communication skills and presentation skills strong problem solvingskills the ability to work independently with direction the capability ofhandling highly confidential information and the ability to work with a varietyof individuals at various levels of experience knowledge and communicationskills Education Bachelors Degree in business administration personneladministration or a related field or the equivalent in education and

experience is required (4 additional years of experience if no degree) Experience 2shy5 years professional level experience which providesknowledge of Human Resources functions business practices andorganizational structure is required Experience with data collection andanalysis also required Preferred experience includes participating in localregionalcompensationbenefits professional organizations directly applicableexperience in a similar function within Human Resources projectmanagement experience and information systems experiencePrefer experience with and knowledge of retirement plans Certifications While not required the following are preferred shy Professionalin Human Resources (PHR) certified by HRCI Senior Professional HumanResources (SPHR) certified by Human Resources Certification Institute(HRCI) Certified Employee Benefits Specialist (CEBS) certified by IFEBPCertified Benefits Professional (CBP) Certified Compensation Professional(CCP) httpswwwhealthcaresourcecomasanteindexcfmfuseaction=searchjobDetailsamptemplate=dsp_job_detailscfmampcJobId=100781

Talent Acquisition and Development Manager

POSITION SUMMARY The BBSI Medford Area TalentAcquisition and Development Manager provides strategicand operational leadership in a variety of areas whichinclude systems of learning leadership performancesuccession and development as well as acquisition anddevelopment of talent aligned with business ownersstrategy and HR talent management through sourcingengaging development and implementation to maximizecustomer workforce management and positively impactcustomer company success and profitability REPORTING RELATIONSHIPS This position reports tothe Area Manager and works in partnership with otherpositions within the business unit and branch

a criminal conviction If an employer does not conduct interviews an employermay not inquire about criminal convictions prior to making a conditional offer ofemployment This law does not apply to law enforcement volunteers the criminaljustice system or if another law requires an earlier inquiry into an applicantscriminal backgroundChange to NonshyCompetition Agreement Maximum Length shy The maximum lengthof enforceability of a nonshycompetition agreement has been two years after anemployee separates from employment This law changes that maximum length to18 months for all agreements entered into after January 1 2016

ROGUE VALLEY CHAPTERshySHRM 2015 PROGRAM CALENDAR Smullin Center Rogue Regional Medical Center (RRMC)

January 21 2015800 shy 1000 am The HR Professional Competency Model A Road Map for SuccessPresented by Kari Strobel PhDSociety for Human Resource Management (SHRM)No Credits February 18 2015800 shy 1000 am Active ShooterWorkplace Violence Presented by Jeff Gedding from BoiseshyCascade HRCI amp SHRM Credits awarded March 18 2015800 shy 1000 am Diversity Roundtable Presented by Trish Forde SPHR GPHR SHRMshySCPHuman Resources and Safety Manager The Hershey CompanySHRM Credits awardedHRCI Credits pending April 15 2015800 shy 1000 am Workforce Investigations Drug Use in Workplace Presented by Michelle RobisonHuman Resource Manager Carestream andTrish Forde SPHR GPHR SHRMshySCPHuman Resources and Safety Manager The Hershey CompanySHRM Credits awardedHRCI Credits pending May 20 2015800 am ndash 400 pm Annual Legal Seminar Presented by attorneys from Barran Liebman LLCand Jennifer BoumanshySteagall June shy No program July 22 2015800 shy 1000 am Strategic Negotiation TechniquesPresented by Allen Cabelly SPHR

Professor Portland State UniversityExecutive Director and Founder Portland Leadership Institute August 19 2015800 ndash 1000 am Seat at the Leadership Table Presented by Jeanette TrummHuman Resources Director Neuman Hotel Group September 16 2015800 ndash 1000 am Are you talking to mePresented by Jennifer BoumanshySteagallSHRM Credits awardedHRCI Credits pending October 21 2015TBD November 18 2015TBD December shy No program

CAREER OPPORTUNITIES

Asante

Human Resources Analyst Asante was created by and for the residents of Southern Oregon andNorthern California We are a locally owned notshyforshyprofit comprehensivecommunity health care system serving over 550000 residents in ninesurrounding counties Progressive and visionary Asante is in the medicalforefront Virtually all medical specialties and services are represented in anorganization dedicated to personalized care and sophisticated technology With approximately 4600 employees Asantersquos entities offer outstandingopportunities for career advancement and professional growth Our missionis simple Asante exists to provide quality healthcare services in acompassionate manner valued by the communities we serveAt Asante we believe that we are defined by our values ndash the traits that guideus as we serve patients and the community Excellence shy Respect shy Honesty shy Service ndash Teamwork The Human Resources Analyst is responsible for collecting validating andanalyzing data to make recommendations to improve HR programspractices and services Also coordinates specific assigned HR programssuch as compensation or benefit programs and actively participate incommunication of HR programs Responsible for performing a full range of duties with respect to calculatingbenefit estimates new retiree benefits and vested benefits In this role youwill be the subject matter expert for all retirement plans Prepare appropriatecorrespondence and follow up on all requests and correspondenceregarding benefit estimates new retiree benefits active death benefitsvested benefits and purchase of service credit This will include respondingto incoming telephone inquiries counseling members in person and replyingto correspondence from members regarding various benefits and credits Process new retiree applications requests for benefit estimates and vestedbenefits and ensure that member files contain the appropriatedocumentation in order to complete such benefitsestimates In this position required skills include research methodology and analysistechniques proposal writing knowledge of word processing andspreadsheets project management experience demonstrated oral andwritten communication skills and presentation skills strong problem solvingskills the ability to work independently with direction the capability ofhandling highly confidential information and the ability to work with a varietyof individuals at various levels of experience knowledge and communicationskills Education Bachelors Degree in business administration personneladministration or a related field or the equivalent in education and

experience is required (4 additional years of experience if no degree) Experience 2shy5 years professional level experience which providesknowledge of Human Resources functions business practices andorganizational structure is required Experience with data collection andanalysis also required Preferred experience includes participating in localregionalcompensationbenefits professional organizations directly applicableexperience in a similar function within Human Resources projectmanagement experience and information systems experiencePrefer experience with and knowledge of retirement plans Certifications While not required the following are preferred shy Professionalin Human Resources (PHR) certified by HRCI Senior Professional HumanResources (SPHR) certified by Human Resources Certification Institute(HRCI) Certified Employee Benefits Specialist (CEBS) certified by IFEBPCertified Benefits Professional (CBP) Certified Compensation Professional(CCP) httpswwwhealthcaresourcecomasanteindexcfmfuseaction=searchjobDetailsamptemplate=dsp_job_detailscfmampcJobId=100781

Talent Acquisition and Development Manager

POSITION SUMMARY The BBSI Medford Area TalentAcquisition and Development Manager provides strategicand operational leadership in a variety of areas whichinclude systems of learning leadership performancesuccession and development as well as acquisition anddevelopment of talent aligned with business ownersstrategy and HR talent management through sourcingengaging development and implementation to maximizecustomer workforce management and positively impactcustomer company success and profitability REPORTING RELATIONSHIPS This position reports tothe Area Manager and works in partnership with otherpositions within the business unit and branch

ROGUE VALLEY CHAPTERshySHRM 2015 PROGRAM CALENDAR Smullin Center Rogue Regional Medical Center (RRMC)

January 21 2015800 shy 1000 am The HR Professional Competency Model A Road Map for SuccessPresented by Kari Strobel PhDSociety for Human Resource Management (SHRM)No Credits February 18 2015800 shy 1000 am Active ShooterWorkplace Violence Presented by Jeff Gedding from BoiseshyCascade HRCI amp SHRM Credits awarded March 18 2015800 shy 1000 am Diversity Roundtable Presented by Trish Forde SPHR GPHR SHRMshySCPHuman Resources and Safety Manager The Hershey CompanySHRM Credits awardedHRCI Credits pending April 15 2015800 shy 1000 am Workforce Investigations Drug Use in Workplace Presented by Michelle RobisonHuman Resource Manager Carestream andTrish Forde SPHR GPHR SHRMshySCPHuman Resources and Safety Manager The Hershey CompanySHRM Credits awardedHRCI Credits pending May 20 2015800 am ndash 400 pm Annual Legal Seminar Presented by attorneys from Barran Liebman LLCand Jennifer BoumanshySteagall June shy No program July 22 2015800 shy 1000 am Strategic Negotiation TechniquesPresented by Allen Cabelly SPHR

Professor Portland State UniversityExecutive Director and Founder Portland Leadership Institute August 19 2015800 ndash 1000 am Seat at the Leadership Table Presented by Jeanette TrummHuman Resources Director Neuman Hotel Group September 16 2015800 ndash 1000 am Are you talking to mePresented by Jennifer BoumanshySteagallSHRM Credits awardedHRCI Credits pending October 21 2015TBD November 18 2015TBD December shy No program

CAREER OPPORTUNITIES

Asante

Human Resources Analyst Asante was created by and for the residents of Southern Oregon andNorthern California We are a locally owned notshyforshyprofit comprehensivecommunity health care system serving over 550000 residents in ninesurrounding counties Progressive and visionary Asante is in the medicalforefront Virtually all medical specialties and services are represented in anorganization dedicated to personalized care and sophisticated technology With approximately 4600 employees Asantersquos entities offer outstandingopportunities for career advancement and professional growth Our missionis simple Asante exists to provide quality healthcare services in acompassionate manner valued by the communities we serveAt Asante we believe that we are defined by our values ndash the traits that guideus as we serve patients and the community Excellence shy Respect shy Honesty shy Service ndash Teamwork The Human Resources Analyst is responsible for collecting validating andanalyzing data to make recommendations to improve HR programspractices and services Also coordinates specific assigned HR programssuch as compensation or benefit programs and actively participate incommunication of HR programs Responsible for performing a full range of duties with respect to calculatingbenefit estimates new retiree benefits and vested benefits In this role youwill be the subject matter expert for all retirement plans Prepare appropriatecorrespondence and follow up on all requests and correspondenceregarding benefit estimates new retiree benefits active death benefitsvested benefits and purchase of service credit This will include respondingto incoming telephone inquiries counseling members in person and replyingto correspondence from members regarding various benefits and credits Process new retiree applications requests for benefit estimates and vestedbenefits and ensure that member files contain the appropriatedocumentation in order to complete such benefitsestimates In this position required skills include research methodology and analysistechniques proposal writing knowledge of word processing andspreadsheets project management experience demonstrated oral andwritten communication skills and presentation skills strong problem solvingskills the ability to work independently with direction the capability ofhandling highly confidential information and the ability to work with a varietyof individuals at various levels of experience knowledge and communicationskills Education Bachelors Degree in business administration personneladministration or a related field or the equivalent in education and

experience is required (4 additional years of experience if no degree) Experience 2shy5 years professional level experience which providesknowledge of Human Resources functions business practices andorganizational structure is required Experience with data collection andanalysis also required Preferred experience includes participating in localregionalcompensationbenefits professional organizations directly applicableexperience in a similar function within Human Resources projectmanagement experience and information systems experiencePrefer experience with and knowledge of retirement plans Certifications While not required the following are preferred shy Professionalin Human Resources (PHR) certified by HRCI Senior Professional HumanResources (SPHR) certified by Human Resources Certification Institute(HRCI) Certified Employee Benefits Specialist (CEBS) certified by IFEBPCertified Benefits Professional (CBP) Certified Compensation Professional(CCP) httpswwwhealthcaresourcecomasanteindexcfmfuseaction=searchjobDetailsamptemplate=dsp_job_detailscfmampcJobId=100781

Talent Acquisition and Development Manager

POSITION SUMMARY The BBSI Medford Area TalentAcquisition and Development Manager provides strategicand operational leadership in a variety of areas whichinclude systems of learning leadership performancesuccession and development as well as acquisition anddevelopment of talent aligned with business ownersstrategy and HR talent management through sourcingengaging development and implementation to maximizecustomer workforce management and positively impactcustomer company success and profitability REPORTING RELATIONSHIPS This position reports tothe Area Manager and works in partnership with otherpositions within the business unit and branch

January 21 2015800 shy 1000 am The HR Professional Competency Model A Road Map for SuccessPresented by Kari Strobel PhDSociety for Human Resource Management (SHRM)No Credits February 18 2015800 shy 1000 am Active ShooterWorkplace Violence Presented by Jeff Gedding from BoiseshyCascade HRCI amp SHRM Credits awarded March 18 2015800 shy 1000 am Diversity Roundtable Presented by Trish Forde SPHR GPHR SHRMshySCPHuman Resources and Safety Manager The Hershey CompanySHRM Credits awardedHRCI Credits pending April 15 2015800 shy 1000 am Workforce Investigations Drug Use in Workplace Presented by Michelle RobisonHuman Resource Manager Carestream andTrish Forde SPHR GPHR SHRMshySCPHuman Resources and Safety Manager The Hershey CompanySHRM Credits awardedHRCI Credits pending May 20 2015800 am ndash 400 pm Annual Legal Seminar Presented by attorneys from Barran Liebman LLCand Jennifer BoumanshySteagall June shy No program July 22 2015800 shy 1000 am Strategic Negotiation TechniquesPresented by Allen Cabelly SPHR

Professor Portland State UniversityExecutive Director and Founder Portland Leadership Institute August 19 2015800 ndash 1000 am Seat at the Leadership Table Presented by Jeanette TrummHuman Resources Director Neuman Hotel Group September 16 2015800 ndash 1000 am Are you talking to mePresented by Jennifer BoumanshySteagallSHRM Credits awardedHRCI Credits pending October 21 2015TBD November 18 2015TBD December shy No program

CAREER OPPORTUNITIES

Asante

Human Resources Analyst Asante was created by and for the residents of Southern Oregon andNorthern California We are a locally owned notshyforshyprofit comprehensivecommunity health care system serving over 550000 residents in ninesurrounding counties Progressive and visionary Asante is in the medicalforefront Virtually all medical specialties and services are represented in anorganization dedicated to personalized care and sophisticated technology With approximately 4600 employees Asantersquos entities offer outstandingopportunities for career advancement and professional growth Our missionis simple Asante exists to provide quality healthcare services in acompassionate manner valued by the communities we serveAt Asante we believe that we are defined by our values ndash the traits that guideus as we serve patients and the community Excellence shy Respect shy Honesty shy Service ndash Teamwork The Human Resources Analyst is responsible for collecting validating andanalyzing data to make recommendations to improve HR programspractices and services Also coordinates specific assigned HR programssuch as compensation or benefit programs and actively participate incommunication of HR programs Responsible for performing a full range of duties with respect to calculatingbenefit estimates new retiree benefits and vested benefits In this role youwill be the subject matter expert for all retirement plans Prepare appropriatecorrespondence and follow up on all requests and correspondenceregarding benefit estimates new retiree benefits active death benefitsvested benefits and purchase of service credit This will include respondingto incoming telephone inquiries counseling members in person and replyingto correspondence from members regarding various benefits and credits Process new retiree applications requests for benefit estimates and vestedbenefits and ensure that member files contain the appropriatedocumentation in order to complete such benefitsestimates In this position required skills include research methodology and analysistechniques proposal writing knowledge of word processing andspreadsheets project management experience demonstrated oral andwritten communication skills and presentation skills strong problem solvingskills the ability to work independently with direction the capability ofhandling highly confidential information and the ability to work with a varietyof individuals at various levels of experience knowledge and communicationskills Education Bachelors Degree in business administration personneladministration or a related field or the equivalent in education and

experience is required (4 additional years of experience if no degree) Experience 2shy5 years professional level experience which providesknowledge of Human Resources functions business practices andorganizational structure is required Experience with data collection andanalysis also required Preferred experience includes participating in localregionalcompensationbenefits professional organizations directly applicableexperience in a similar function within Human Resources projectmanagement experience and information systems experiencePrefer experience with and knowledge of retirement plans Certifications While not required the following are preferred shy Professionalin Human Resources (PHR) certified by HRCI Senior Professional HumanResources (SPHR) certified by Human Resources Certification Institute(HRCI) Certified Employee Benefits Specialist (CEBS) certified by IFEBPCertified Benefits Professional (CBP) Certified Compensation Professional(CCP) httpswwwhealthcaresourcecomasanteindexcfmfuseaction=searchjobDetailsamptemplate=dsp_job_detailscfmampcJobId=100781

Talent Acquisition and Development Manager

POSITION SUMMARY The BBSI Medford Area TalentAcquisition and Development Manager provides strategicand operational leadership in a variety of areas whichinclude systems of learning leadership performancesuccession and development as well as acquisition anddevelopment of talent aligned with business ownersstrategy and HR talent management through sourcingengaging development and implementation to maximizecustomer workforce management and positively impactcustomer company success and profitability REPORTING RELATIONSHIPS This position reports tothe Area Manager and works in partnership with otherpositions within the business unit and branch

Professor Portland State UniversityExecutive Director and Founder Portland Leadership Institute August 19 2015800 ndash 1000 am Seat at the Leadership Table Presented by Jeanette TrummHuman Resources Director Neuman Hotel Group September 16 2015800 ndash 1000 am Are you talking to mePresented by Jennifer BoumanshySteagallSHRM Credits awardedHRCI Credits pending October 21 2015TBD November 18 2015TBD December shy No program

CAREER OPPORTUNITIES

Asante

Human Resources Analyst Asante was created by and for the residents of Southern Oregon andNorthern California We are a locally owned notshyforshyprofit comprehensivecommunity health care system serving over 550000 residents in ninesurrounding counties Progressive and visionary Asante is in the medicalforefront Virtually all medical specialties and services are represented in anorganization dedicated to personalized care and sophisticated technology With approximately 4600 employees Asantersquos entities offer outstandingopportunities for career advancement and professional growth Our missionis simple Asante exists to provide quality healthcare services in acompassionate manner valued by the communities we serveAt Asante we believe that we are defined by our values ndash the traits that guideus as we serve patients and the community Excellence shy Respect shy Honesty shy Service ndash Teamwork The Human Resources Analyst is responsible for collecting validating andanalyzing data to make recommendations to improve HR programspractices and services Also coordinates specific assigned HR programssuch as compensation or benefit programs and actively participate incommunication of HR programs Responsible for performing a full range of duties with respect to calculatingbenefit estimates new retiree benefits and vested benefits In this role youwill be the subject matter expert for all retirement plans Prepare appropriatecorrespondence and follow up on all requests and correspondenceregarding benefit estimates new retiree benefits active death benefitsvested benefits and purchase of service credit This will include respondingto incoming telephone inquiries counseling members in person and replyingto correspondence from members regarding various benefits and credits Process new retiree applications requests for benefit estimates and vestedbenefits and ensure that member files contain the appropriatedocumentation in order to complete such benefitsestimates In this position required skills include research methodology and analysistechniques proposal writing knowledge of word processing andspreadsheets project management experience demonstrated oral andwritten communication skills and presentation skills strong problem solvingskills the ability to work independently with direction the capability ofhandling highly confidential information and the ability to work with a varietyof individuals at various levels of experience knowledge and communicationskills Education Bachelors Degree in business administration personneladministration or a related field or the equivalent in education and

experience is required (4 additional years of experience if no degree) Experience 2shy5 years professional level experience which providesknowledge of Human Resources functions business practices andorganizational structure is required Experience with data collection andanalysis also required Preferred experience includes participating in localregionalcompensationbenefits professional organizations directly applicableexperience in a similar function within Human Resources projectmanagement experience and information systems experiencePrefer experience with and knowledge of retirement plans Certifications While not required the following are preferred shy Professionalin Human Resources (PHR) certified by HRCI Senior Professional HumanResources (SPHR) certified by Human Resources Certification Institute(HRCI) Certified Employee Benefits Specialist (CEBS) certified by IFEBPCertified Benefits Professional (CBP) Certified Compensation Professional(CCP) httpswwwhealthcaresourcecomasanteindexcfmfuseaction=searchjobDetailsamptemplate=dsp_job_detailscfmampcJobId=100781

Talent Acquisition and Development Manager

POSITION SUMMARY The BBSI Medford Area TalentAcquisition and Development Manager provides strategicand operational leadership in a variety of areas whichinclude systems of learning leadership performancesuccession and development as well as acquisition anddevelopment of talent aligned with business ownersstrategy and HR talent management through sourcingengaging development and implementation to maximizecustomer workforce management and positively impactcustomer company success and profitability REPORTING RELATIONSHIPS This position reports tothe Area Manager and works in partnership with otherpositions within the business unit and branch

Human Resources Analyst Asante was created by and for the residents of Southern Oregon andNorthern California We are a locally owned notshyforshyprofit comprehensivecommunity health care system serving over 550000 residents in ninesurrounding counties Progressive and visionary Asante is in the medicalforefront Virtually all medical specialties and services are represented in anorganization dedicated to personalized care and sophisticated technology With approximately 4600 employees Asantersquos entities offer outstandingopportunities for career advancement and professional growth Our missionis simple Asante exists to provide quality healthcare services in acompassionate manner valued by the communities we serveAt Asante we believe that we are defined by our values ndash the traits that guideus as we serve patients and the community Excellence shy Respect shy Honesty shy Service ndash Teamwork The Human Resources Analyst is responsible for collecting validating andanalyzing data to make recommendations to improve HR programspractices and services Also coordinates specific assigned HR programssuch as compensation or benefit programs and actively participate incommunication of HR programs Responsible for performing a full range of duties with respect to calculatingbenefit estimates new retiree benefits and vested benefits In this role youwill be the subject matter expert for all retirement plans Prepare appropriatecorrespondence and follow up on all requests and correspondenceregarding benefit estimates new retiree benefits active death benefitsvested benefits and purchase of service credit This will include respondingto incoming telephone inquiries counseling members in person and replyingto correspondence from members regarding various benefits and credits Process new retiree applications requests for benefit estimates and vestedbenefits and ensure that member files contain the appropriatedocumentation in order to complete such benefitsestimates In this position required skills include research methodology and analysistechniques proposal writing knowledge of word processing andspreadsheets project management experience demonstrated oral andwritten communication skills and presentation skills strong problem solvingskills the ability to work independently with direction the capability ofhandling highly confidential information and the ability to work with a varietyof individuals at various levels of experience knowledge and communicationskills Education Bachelors Degree in business administration personneladministration or a related field or the equivalent in education and

experience is required (4 additional years of experience if no degree) Experience 2shy5 years professional level experience which providesknowledge of Human Resources functions business practices andorganizational structure is required Experience with data collection andanalysis also required Preferred experience includes participating in localregionalcompensationbenefits professional organizations directly applicableexperience in a similar function within Human Resources projectmanagement experience and information systems experiencePrefer experience with and knowledge of retirement plans Certifications While not required the following are preferred shy Professionalin Human Resources (PHR) certified by HRCI Senior Professional HumanResources (SPHR) certified by Human Resources Certification Institute(HRCI) Certified Employee Benefits Specialist (CEBS) certified by IFEBPCertified Benefits Professional (CBP) Certified Compensation Professional(CCP) httpswwwhealthcaresourcecomasanteindexcfmfuseaction=searchjobDetailsamptemplate=dsp_job_detailscfmampcJobId=100781

Talent Acquisition and Development Manager

POSITION SUMMARY The BBSI Medford Area TalentAcquisition and Development Manager provides strategicand operational leadership in a variety of areas whichinclude systems of learning leadership performancesuccession and development as well as acquisition anddevelopment of talent aligned with business ownersstrategy and HR talent management through sourcingengaging development and implementation to maximizecustomer workforce management and positively impactcustomer company success and profitability REPORTING RELATIONSHIPS This position reports tothe Area Manager and works in partnership with otherpositions within the business unit and branch

experience is required (4 additional years of experience if no degree) Experience 2shy5 years professional level experience which providesknowledge of Human Resources functions business practices andorganizational structure is required Experience with data collection andanalysis also required Preferred experience includes participating in localregionalcompensationbenefits professional organizations directly applicableexperience in a similar function within Human Resources projectmanagement experience and information systems experiencePrefer experience with and knowledge of retirement plans Certifications While not required the following are preferred shy Professionalin Human Resources (PHR) certified by HRCI Senior Professional HumanResources (SPHR) certified by Human Resources Certification Institute(HRCI) Certified Employee Benefits Specialist (CEBS) certified by IFEBPCertified Benefits Professional (CBP) Certified Compensation Professional(CCP) httpswwwhealthcaresourcecomasanteindexcfmfuseaction=searchjobDetailsamptemplate=dsp_job_detailscfmampcJobId=100781

Talent Acquisition and Development Manager

POSITION SUMMARY The BBSI Medford Area TalentAcquisition and Development Manager provides strategicand operational leadership in a variety of areas whichinclude systems of learning leadership performancesuccession and development as well as acquisition anddevelopment of talent aligned with business ownersstrategy and HR talent management through sourcingengaging development and implementation to maximizecustomer workforce management and positively impactcustomer company success and profitability REPORTING RELATIONSHIPS This position reports tothe Area Manager and works in partnership with otherpositions within the business unit and branch

DUTIES AND RESPONSIBILITIES

Act as business ownersrsquo advocateEvaluate benchmark analyze and delivermeasurable results to the business ownersAssess bench strength and evaluate talentacquisition requirements by studying organizationplans and objectivesBuild applicant sourcing opportunities by utilizing avariety of sources such as internet job sites collegeand career centersAdvertise for candidates screen interview qualifyand place candidates primarily in manufacturinglight industrial and clerical roles as well as forprofessional placements and direct hiresEnsure that BBSI is involved in communityengagement leadership and developmentOversee training programs accountable to learningand performance management within customerneedsDevelop present and facilitate a wide range of areatraining programs and career pathways for all jobfamilies conduct new hire enrollmentonboardingSelfshyguided professional development andmaintenance of knowledge in human resourcesprincipals and practices including employment lawsand regulations industry trends and economicfactors that may impact BBSI and its customersOther duties and responsibilities as assigned

CORE TRAITSCOMPETENCIES

Ability to operationalize concepts with true businessacumenUnderstanding of economic environment and effecton businessDrive and vision results orientedBusinessshyowner empathy Stakeholder mentality Innately curious Demonstrated leadership ability and ethicsmanagement skillAbility to communicate at all levels of business byusing various techniques of communicationCreative and strategic thinker possessing practical

business orientationAbility to create consultativepartnerships and serve as a key advisor to thebusiness owner

QUALIFICATIONS

Bachelorrsquos degree or equivalentAt least 5 years of supervisory or managementexperienceSPHRPHR andor SHRMshySCPCP certificationpreferredAccomplished in strategic guidance training andsupport to customers in workforce managementincluding organization development employeerelations employment law compliance benefitsadministration workersrsquo compensation administrationand other best practicesA deep understanding of the value of talent pipelinesand continuous networking to acquire key talent onan ongoing basisExperience using ATS CRM and HRIS for talentmapping succession planning and performancereview and developmentExceptional written and verbal communication skillsand ability to effectively communicate with individualsat all levels of an organizationStrong customer service orientation is imperativeSelfshystarter selfshymotivated personable and wellshyorganized with a sense of urgencyKnowledge of federal and state employment lawsincluding wage and hourComputer proficiency with knowledge of applicationssuch as MS Word Excel Outlook and aptitude anddesire to learn new computer applicationsStrong sense of ethics and personal integrity witheffective interpersonal skills as well as a ldquocan dordquoattitudeDesirable for candidate to have work experienceoutside of human resources in areas such asoperations finance management sales training orbusiness consulting

SPECIAL REQUIREMENTS

Ability to shift easily between strategic initiatives and

operational responsibilitiesAbility to complete highshyvolume workload meetcritical deadlines and work through constantlychanging priorities with enthusiasmDemonstrated ability to develop and deliversuccessful presentations to individuals and groups atall levels of an organizationPossession of a current Oregon driverrsquos license withvalid automobile insurance meeting BBSI criteriaRequires automobile travel ndash primarily local withsome overnight

Physical RequirementsEnvironmentNormal conditions similar to an office environmentwillingness and ability to travel to visit branch offices andfield programs For individuals with these requirements this position offersat a minimum

Generous base salary profit sharing 401k withemployer match and benefitsKnowledge that you are working for a resultsshyoriented organizationOpportunity to impact the success and growth ofcustomer companies and BBSIGain experience working in multiple industries

If you meet the above requirements we welcome theopportunity to learn more about you Please mail or dropoff your cover letter (with salary requirements) and resumeto BBSI Area Manager Southern Oregon3512 Excel Drive Suite 107Medford OR 97504 For more BBSI information visit us atwwwbarrettbusinesscom

Human Resources Director

business orientationAbility to create consultativepartnerships and serve as a key advisor to thebusiness owner

QUALIFICATIONS

Bachelorrsquos degree or equivalentAt least 5 years of supervisory or managementexperienceSPHRPHR andor SHRMshySCPCP certificationpreferredAccomplished in strategic guidance training andsupport to customers in workforce managementincluding organization development employeerelations employment law compliance benefitsadministration workersrsquo compensation administrationand other best practicesA deep understanding of the value of talent pipelinesand continuous networking to acquire key talent onan ongoing basisExperience using ATS CRM and HRIS for talentmapping succession planning and performancereview and developmentExceptional written and verbal communication skillsand ability to effectively communicate with individualsat all levels of an organizationStrong customer service orientation is imperativeSelfshystarter selfshymotivated personable and wellshyorganized with a sense of urgencyKnowledge of federal and state employment lawsincluding wage and hourComputer proficiency with knowledge of applicationssuch as MS Word Excel Outlook and aptitude anddesire to learn new computer applicationsStrong sense of ethics and personal integrity witheffective interpersonal skills as well as a ldquocan dordquoattitudeDesirable for candidate to have work experienceoutside of human resources in areas such asoperations finance management sales training orbusiness consulting

SPECIAL REQUIREMENTS

Ability to shift easily between strategic initiatives and

operational responsibilitiesAbility to complete highshyvolume workload meetcritical deadlines and work through constantlychanging priorities with enthusiasmDemonstrated ability to develop and deliversuccessful presentations to individuals and groups atall levels of an organizationPossession of a current Oregon driverrsquos license withvalid automobile insurance meeting BBSI criteriaRequires automobile travel ndash primarily local withsome overnight

Physical RequirementsEnvironmentNormal conditions similar to an office environmentwillingness and ability to travel to visit branch offices andfield programs For individuals with these requirements this position offersat a minimum

Generous base salary profit sharing 401k withemployer match and benefitsKnowledge that you are working for a resultsshyoriented organizationOpportunity to impact the success and growth ofcustomer companies and BBSIGain experience working in multiple industries

If you meet the above requirements we welcome theopportunity to learn more about you Please mail or dropoff your cover letter (with salary requirements) and resumeto BBSI Area Manager Southern Oregon3512 Excel Drive Suite 107Medford OR 97504 For more BBSI information visit us atwwwbarrettbusinesscom

Human Resources Director

operational responsibilitiesAbility to complete highshyvolume workload meetcritical deadlines and work through constantlychanging priorities with enthusiasmDemonstrated ability to develop and deliversuccessful presentations to individuals and groups atall levels of an organizationPossession of a current Oregon driverrsquos license withvalid automobile insurance meeting BBSI criteriaRequires automobile travel ndash primarily local withsome overnight

Physical RequirementsEnvironmentNormal conditions similar to an office environmentwillingness and ability to travel to visit branch offices andfield programs For individuals with these requirements this position offersat a minimum

Generous base salary profit sharing 401k withemployer match and benefitsKnowledge that you are working for a resultsshyoriented organizationOpportunity to impact the success and growth ofcustomer companies and BBSIGain experience working in multiple industries

If you meet the above requirements we welcome theopportunity to learn more about you Please mail or dropoff your cover letter (with salary requirements) and resumeto BBSI Area Manager Southern Oregon3512 Excel Drive Suite 107Medford OR 97504 For more BBSI information visit us atwwwbarrettbusinesscom

Human Resources Director

California Oregon Broadcasting Inc in Medford OR is looking for a Human ResourcesDirector to work with a staff of 100 in four television stations and our cable TV operation

Responsibilities include

Administration of EEO programRecruitmentInterviewingStaff orientationStaff and management educationInvolvement in the evaluation processResolution of personnel issuesResearching policy changesHandbook maintenance

Requirements include

Formal training and experience in Human Resources Management or equivalentSolid listening skillsA commitment to the wellshybeing of staff and companyA confidential natureGood written and verbal communications skillsCommon sense and a sense of humor

Must be willing to travel using a company provided vehicle Preshyemployment drug testingand an acceptable 3 year DMV driving are required We are an Equal Opportunity

Employer

Please send resume to abrownkobi5com or to Human Resources Director CaliforniaOregon Broadcasting Inc 125 South Fir Medford OR 97501 We are an Equal

Opportunity Employer

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Copyright copy 2015 Rogue Valley ChaptershySHRM All rights reserved

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