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State of Washington · 3 days ago

Human Resources Consultant 4

Walla Walla, WA

Full-time

Hybrid

Senior Level

$25/hr - $31/hr

7+ years exp

The State of Washington's Department of Commerce is dedicated to reimagining government through innovation and community impact. They are seeking a Human Resources Consultant 4 to serve as a strategic business partner, providing expert HR consultation and guidance in various areas including employee relations, labor relations, and organizational development.

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No H1B

Responsibilities

As the expert level professional in human resource management and employee and labor relations, this position is a strategic business partner to the executives, managers and supervisors in assigned divisions for workforce planning, organizational development and employee performance

Provide advice, interpretation, and consultation regarding applicable human resource rules, regulations, policies and procedures in areas such as classification, organizational structure, compensation, performance management, disciplinary action, reasonable accommodation, recruitment and selection, FMLA, and L&I

Interpret and apply state and federal employment laws, civil service rules (Title 357 WAC), agency policies and procedures, and the WFSE collective bargaining agreement

Partners with assigned customer areas for ongoing evaluation of programs’ operational needs and priorities, making strategic, and long term, recommendations to management

Responsibilities as a division HR Business Partner require application of knowledge and expertise to make decisions on complicated issues. These assignments often require proactive intervention and may have agency wide or precedent setting impact

Handle or oversee Commerce’s most sensitive, complex, or critical human resource issues. Maintain confidentiality while in the performance of assigned duties as appropriate

Meet with appointing authorities, managers, supervisors and employees to assess human resource needs

Plan, develop and implement strategies to promote effective employee relations and resolve problems based on policy and regulatory requirements, including using principles of equity, access and inclusion; provides advice and consultation that align with organizational values and ethics; consults on difficult, disappointing, or unpopular decisions; recuses self from actions with potential conflicts of interest

Conduct exit interviews, as requested, with employees as part of the agency’s off boarding process

Review position descriptions and allocate Commerce positions within the state’s job classification and compensation structure for Washington General Service

Review Washington Management Service (WMS) and Exempt Management Service (EMS) position descriptions and make recommendations to the hiring managers before the positions go through the Commerce WMS Banding Committee or State HR Director’s review process to classify the positions

Coordinate WMS/EMS position reviews with the HR Classification and Compensation Manager

Analyze organizational structure of divisions, units, sections/teams and propose staffing configurations to enhance unit effectiveness as needed

Participate in planning and implementing new human resource programs, policies and procedures as needed

Supporting the organization’s strategic direction, and long-term goals, ensuring human resource strategies support business outcomes and identifying solutions for business needs, this includes recommending ways to improve human resource programs and practices to fill service gaps in requirements, and/or recommending process solutions

Effectively composing pre-disciplinary documents, disciplinary documents, expectation memos, draft correspondence and grievance responses as requested

Identify, lead, develop, and update standard operating procedures for HR processes to include human resource manual, document standard operating procedures and service delivery standards

Coordinate with HR team members who have subject matter expertise. As an agency and office committed to process improvement, continuously look for opportunity to improve agency processes and procedures

Identify, lead, develop, and update HR Resource Documents for employees and/or supervisors

Provide training and explanations to supervisors on various HR topics

Makes recommendations on requests for exception to policy

Under direction of the HR Deputy Director, plan, develop, implement and direct matters involving workplace investigation techniques, strategies and agency education

Conducts fair, thorough and timely investigations on allegations of employee misconduct, harassment, discrimination or other high profile, systemic, and/or complex issues requiring investigation within Commerce as necessary

Gather facts and evidence for a complete investigation by researching records and other relevant files, gathering and preserving documentary evidence, obtaining witness statements, writing investigation reports, and analyzing and establishing proof of facts and evidence

Using effective communication techniques, skillfully interview complainants, the subject of the complaint, and other witnesses

Collect and objectively analyze the evidence as it relates to Commerce policies and procedures

Responsibilities include analysis of confidential and/or sensitive evidence from personal computers, laptops, tablets, servers, iPhones and other devices owned or leased by Commerce

Write investigative reports that clearly tell the story, based on credible evidence that will provide executive managers and supervisors’ information to make decisions concerning the validity and disposition of the allegations

When applicable, consult with Appointing Authorities, HR Deputy Director and assigned Labor and Personnel Division (LPD), Assistant Attorney General (AAG) to discuss areas of risk and potential resolution, and/or to identify trends

Maintain the highest level of confidentiality and protect confidential information, sharing information with others only on a “need-to-know” basis

Maintain the highest level of ethics, integrity, confidentiality, and compliance with Washington State laws and Department policies

Qualification

Human Resource ManagementEmployee RelationsLabor RelationsWorkplace InvestigationsOrganizational DevelopmentTechnical HR TrainingPolicy DevelopmentProtected Leave AdministrationAnalytical SkillsCommunication SkillsProblem SolvingTeam Collaboration

Required

Seven (7) years of combined experience and/or education as described below:

Experience in human resources in four or more of the following areas:

Advising and consulting on human resource issues related to organizational development and change of programs' operational needs and priorities

Developing and facilitating technical HR training to managers and supervisors

Researching, and providing, expert-based solutions to solve customer needs adhering to human resource rules, regulations, agency policies and procedures, and the WFSE collective bargaining agreement

Providing HR expert-level interpretation, explanation, and consultation regarding personnel/payroll actions in accordance with governing Washington Administrative Codes (WAC's), Revised Code of Washington (RCW's), Collective Bargaining Agreements (CBA's), and Policies and Procedures

Completing employee relations investigations and drafting investigative reports

Developing standard operating procedures for HR processes and procedures

Writing a variety of HR-related documents, distilling complex information into clear, concise, and well-structured content

Experience administering protected leave programs, including but not limited to, leave under the Family Medical Leave Act, Reasonable Accommodations under the Americans with Disabilities Act (ADA), Washington's Paid Family Medical Leave (PFML) program and/or shared leave donation programs

Education involves business, human resources, social or organizational behavioral sciences or related field

Qualifying education post High School or equivalent may be substituted year for year for experience