A human resource of a company or organization is generally an employee, and the department that communicates with employees and manages employee-related issues—including job applications, job interviews, drug tests, employment offers, wages, benefits, paid time off (PTO), unpaid leave, employee reviews, termination of employment, and unemployment insurance claims—is often known as the human resources department, or human resources, or simply HR. An employer’s human resources department may consist of one person in a smaller organization or many persons in a larger organization, and is often headed by a human resources manager or human resources director.

In Oregon, the human resources (HR) department of a company or organization is responsible for managing a wide range of employee-related functions. These functions include handling job applications, conducting job interviews, administering drug tests, making employment offers, and managing wages, benefits, and paid time off (PTO). HR also oversees unpaid leave, employee reviews, termination of employment, and processes related to unemployment insurance claims. The size of an HR department can vary from a single individual in smaller organizations to multiple staff members in larger ones, typically led by an HR manager or director. Oregon state statutes and federal laws govern various aspects of employment, such as minimum wage, discrimination, and leave entitlements, which the HR department must adhere to. For instance, Oregon has its own set of laws regarding minimum wage, family leave, and sick leave that supplement federal regulations. HR departments must ensure compliance with these laws to avoid legal issues and to provide fair and legal treatment of employees.