For more information, please follow this link: https://www.governmentjobs.com/careers/washington/jobs/3653355/human-resource-consultant-4-senior-hr-operations-business-partner-permanent
Salary– $61,632.00 – $80,952.00 Annually
Our Senior HR Operations Business Partner,
Provides expert level consultation to agency programs:
- Counsels and provides advice and guidance to assigned programs management, lower-level professional staff and peers regarding the WDFW’s most sensitive, complex, or critical human resource issues.
- Researches, analyzes, and provides interpretation and advice to agency staff and management regarding Collective Bargaining Agreements, Washington Administrative Code (WAC’s), other state and federal rules and laws, and policies, procedures, and regulations – including recommendations on requests for exceptions.
- Communicates effectively verbally and in writing and works collaboratively with all levels of the organization, labor partners, external officials and agencies, and the public.
Employee and Labor Relations:
- Meets with administrators, supervisors, and employees to assess human resource needs – plans, develops, and implements strategies to promote effective working relationships and to resolve problems.
- Serves as a resource and provides advise to program leaders when handling employee issues and assists them in performance management – including counseling employees, conducting evaluations, staff training, problem-solving, consensus building, and disciplinary actions.
- Partners with agency management in hearings and meetings, including employee grievances, discipline, and unemployment compensation.
- Investigates, prepares documentation, and recommends position on grievances, complaints, settlement agreements, and appeals.
Classification and Compensation:
- Participates as a member of the HR Allocation Committee – analyzes, proposes, and drafts classifications and salary recommendations – reviews and allocates positions.
- Advises on compensation.
Supervisory Duties:
- Supervises and mentors professional level human resources staff.
WORKING CONDITIONS:
- Work Setting, including hazards:
- Work is in an office setting in a fast-paced, high volume, and confidential environment.
- Schedule:
- Typically, Monday – Friday, 8:00 a.m. – 5:00 p.m. – may be required to work occasional weekends and evenings, depending on workload.
- Travel Requirements:
- Some travel may be required throughout the State to attend trainings, meetings, and conferences.
- Tools and Equipment:
- Computer hardware and software – general office equipment.
- Customer Interactions:
- Providing excellent customer service to WDFW’s many programs is integral to Human Resources’ success.
Qualifications
REQUIRED QUALIFICATIONS:
Professional HR experience may substitute, year-for-year, for the education requirement.
- A Bachelor’s degree with focus on business or public administration, human resources, social or organizational behavioral sciences, or a related field.
AND
- Three (3) years of broad-based professional human resource experience.
Knowledge and skills:
- Excellent communication and conflict resolution skills – communicate complex concepts, both orally and in writing, in a manner that is understandable, persuasive, and appropriate for the audience.
- Strong computer skills.
- Excellent writing, analytical, and problem-solving skills.
Ability to:
- Lead, supervise, coach, and develop others – use appropriate channels of communication and foster effective working relationships.
- Prioritize and effectively manage multiple tasks.
PREFERRED QUALIFICATIONS:
- One (1) year of supervisory experience.
- Senior Professional in Human Resources (SPHR) Certification.
- Professional in Human Resources (PHR) Certification.
- SHRM Certified Professional (SHRM-CP).
- SHRM Senior Certified Professional (SHRM-SCP).
- Experience with the State’s Human Resources Management System (HRMS).
- Experience working with Revised Codes of Washington (RCW’s), Washington Administrative Code (WAC’s) and Federal Laws, labor relations, collective bargaining agreements, and grievance procedures.