Human Resource Consultant (HRC3)

at  State of Washington Dept of Licensing

OUR HUMAN RESOURCES DIVISION IS RECRUITING FOR A HUMAN RESOURCE CONSULTANT SKILLED IN DEVELOPING AND ORGANIZING CONFLICT RESOLUTION STRATEGIES AND PROCESSES TO JOIN THEIR TEAM.

The Department of Licensing is one of the most public facing state agencies and the second largest revenue generating agency in Washington State. We regularly interact with over 6 million Washingtonians and collect nearly $3.3 billion in taxes and fees annually. We know our services are essential to our customers’ ability to live, work, drive, and thrive and we are committed to ensuring every resident has equitable and meaningful access to our services.

WE VALUE DIVERSE PERSPECTIVES AND LIFE EXPERIENCES.

We employ and serve people of all backgrounds including people of color, immigrants, refugees, women, LGBTQ+, people with disabilities, and veterans. We value the unique traits and attributes that each employee brings to the job. Through the diverse perspectives of an inclusive workforce, we will create a more respectful, productive, and unified team to better serve the public of Washington.

DUTIES

As a Human Resources Consultant, you will be responsible for providing consistent and legally defensible HR consultation to agency executives, managers, supervisors, and employees regarding highly complex and multidimensional issues. The work you do will entail responding to difficult, stressful, or sensitive interpersonal situations in ways that reduce or defuse potential conflict and mitigate risk to the agency. Your work as an effective mediator will be key to your success. You will be tasked with researching and providing consistent interpretation of applicable state and federal laws, rules, CBAs, DOL policies, procedures, and best practices.

SOME OF WHAT YOU WILL DO:

• Build, maintain, and enhance effective business & professional relationships, within, across, and external to the agency.
• Provide advice and guidance related to employee misconduct, performance management, and cases of reasonable suspicion
• Collaborate with managers, supervisors, and employees to discern and facilitate training requirements in areas such as HR topics
• Coordinate with the HR Labor and Compliance team and HR leadership on allegations of workplace misconduct that may require formal investigation.