{"id":46711,"date":"2022-07-28T10:38:17","date_gmt":"2022-07-28T17:38:17","guid":{"rendered":"https:\/\/sites.evergreen.edu\/mesweekly\/?p=46711"},"modified":"2022-07-28T10:38:17","modified_gmt":"2022-07-28T17:38:17","slug":"job-human-resource-consultant-dept-of-fish-and-wildlife-olympia-wa","status":"publish","type":"post","link":"https:\/\/sites.evergreen.edu\/mesweekly\/job-human-resource-consultant-dept-of-fish-and-wildlife-olympia-wa\/","title":{"rendered":"Job: Human Resource Consultant, Dept. of Fish and Wildlife (Olympia, WA)"},"content":{"rendered":"\n<p><!--more--><b><strong>For more information, please follow this link:<\/strong><\/b> <a href=\"https:\/\/www.governmentjobs.com\/careers\/washington\/jobs\/3653355\/human-resource-consultant-4-senior-hr-operations-business-partner-permanent\">https:\/\/www.governmentjobs.com\/careers\/washington\/jobs\/3653355\/human-resource-consultant-4-senior-hr-operations-business-partner-permanent<\/a><\/p>\n<p><strong>Salary<\/strong>&#8211; $61,632.00 &#8211; $80,952.00 Annually<\/p>\n<p><strong><em>Our Senior HR Operations Business Partner,<\/em><\/strong><\/p>\n<p><strong>Provides expert level consultation to agency programs:\u00a0<\/strong><\/p>\n<ul>\n<li>Counsels and provides advice and guidance to assigned programs management, lower-level professional staff and peers regarding the WDFW&#8217;s most sensitive, complex, or critical human resource issues.\u00a0<\/li>\n<li>Researches, analyzes, and provides interpretation and advice to agency staff and management regarding Collective Bargaining Agreements, Washington Administrative Code (WAC\u2019s), other state and federal rules and laws, and policies, procedures, and regulations \u2013 including recommendations on requests for exceptions.<\/li>\n<li>Communicates effectively verbally and in writing and works collaboratively with all levels of the organization, labor partners, external officials and agencies, and the public.<\/li>\n<\/ul>\n<p><strong>Employee and Labor Relations:<\/strong><\/p>\n<ul>\n<li>Meets with administrators, supervisors, and employees to assess human resource needs &#8211; plans, develops, and implements strategies to promote effective working relationships and to resolve problems.<\/li>\n<li>Serves as a resource and provides advise to program leaders when handling employee issues and assists them in performance management &#8211; including counseling employees, conducting evaluations, staff training, problem-solving, consensus building, and disciplinary actions.<\/li>\n<li>Partners with agency management in hearings and meetings, including employee grievances, discipline, and unemployment compensation.<\/li>\n<li>Investigates, prepares documentation, and recommends position on grievances, complaints, settlement agreements, and appeals.<\/li>\n<\/ul>\n<p><strong>Classification and Compensation: \u00a0<\/strong><\/p>\n<ul>\n<li>Participates as a member of the HR Allocation Committee \u2013 analyzes, proposes, and drafts classifications and salary recommendations &#8211; reviews and allocates positions.<\/li>\n<li>Advises on compensation.\u00a0<\/li>\n<\/ul>\n<p><strong>Supervisory Duties: \u00a0<\/strong><\/p>\n<div>\n<ul>\n<li>Supervises and mentors professional level human resources staff.<\/li>\n<\/ul>\n<\/div>\n<p><strong>WORKING CONDITIONS:\u00a0<\/strong><\/p>\n<ul>\n<li><strong>Work Setting, including hazards: \u00a0 \u00a0<\/strong>\n<ol>\n<li>Work is in an office setting in a fast-paced, high volume, and confidential environment.<\/li>\n<\/ol>\n<\/li>\n<li><strong>Schedule: \u00a0\u00a0<\/strong>\n<ol>\n<li>Typically, Monday &#8211; Friday, 8:00 a.m. &#8211; 5:00 p.m. &#8211; may be required to work occasional weekends and evenings, depending on workload.<\/li>\n<\/ol>\n<\/li>\n<li><strong>Travel Requirements:\u00a0<\/strong>\n<ol>\n<li>Some travel may be required throughout the State to attend trainings, meetings, and conferences.<\/li>\n<\/ol>\n<\/li>\n<li><strong>Tools and Equipment:\u00a0<\/strong>\n<ol>\n<li>Computer hardware and software &#8211; general office equipment.<\/li>\n<\/ol>\n<\/li>\n<li><strong>Customer Interactions:<\/strong>\n<ol>\n<li>Providing excellent customer service to WDFW\u2019s many programs is integral to Human Resources\u2019 success.<\/li>\n<\/ol>\n<\/li>\n<\/ul>\n<p>\u00a0<\/p>\n<p>\u00a0<\/p>\n<p>Qualifications<\/p>\n<p>\u00a0<\/p>\n<p><strong>REQUIRED QUALIFICATIONS:<\/strong><\/p>\n<p>Professional HR experience may substitute, year-for-year, for the education requirement.<\/p>\n<div>\n<ul>\n<li>A Bachelor&#8217;s degree with focus on business or public administration, human resources, social or organizational behavioral sciences, or a related field.<\/li>\n<\/ul>\n<\/div>\n<p><strong>\u00a0 \u00a0 \u00a0 AND\u00a0<\/strong><\/p>\n<div>\n<ul>\n<li>Three (3) years of broad-based professional human resource experience.<\/li>\n<\/ul>\n<\/div>\n<p><strong>Knowledge and skills:<\/strong><\/p>\n<ul>\n<li>Excellent communication and conflict resolution skills &#8211; communicate complex concepts, both orally and in writing, in a manner that is understandable, persuasive, and appropriate for the audience.\u00a0<\/li>\n<li>Strong computer skills.\u00a0<\/li>\n<li>Excellent writing, analytical, and problem-solving skills.<\/li>\n<\/ul>\n<p><strong>Ability to:<\/strong><\/p>\n<ul>\n<li>Lead, supervise, coach, and develop others &#8211; use appropriate channels of communication and foster effective working relationships.<\/li>\n<li>Prioritize and effectively manage multiple tasks.<\/li>\n<\/ul>\n<p><strong><br \/>\u00a0PREFERRED QUALIFICATIONS:\u00a0<\/strong><\/p>\n<ul>\n<li>One (1) year of supervisory experience.<\/li>\n<li>Senior Professional in Human Resources (SPHR) Certification.\u00a0<\/li>\n<li>Professional in Human Resources (PHR) Certification.<\/li>\n<li>SHRM Certified Professional (SHRM-CP).\u00a0<\/li>\n<li>SHRM Senior Certified Professional (SHRM-SCP).\u00a0<\/li>\n<li>Experience with the State&#8217;s Human Resources Management System (HRMS).\u00a0<\/li>\n<li>Experience working with Revised Codes of Washington (RCW\u2019s), Washington Administrative Code (WAC\u2019s) and Federal Laws, labor relations, collective bargaining agreements, and grievance procedures.<\/li>\n<\/ul>\n","protected":false},"excerpt":{"rendered":"","protected":false},"author":9433,"featured_media":34097,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_mi_skip_tracking":false,"_s2mail":"yes","footnotes":""},"categories":[1],"tags":[4,28,33,141,13],"class_list":["post-46711","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-uncategorized","tag-alumni","tag-job","tag-jobs","tag-recent-grad","tag-recent-grads"],"_links":{"self":[{"href":"https:\/\/sites.evergreen.edu\/mesweekly\/wp-json\/wp\/v2\/posts\/46711"}],"collection":[{"href":"https:\/\/sites.evergreen.edu\/mesweekly\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/sites.evergreen.edu\/mesweekly\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/sites.evergreen.edu\/mesweekly\/wp-json\/wp\/v2\/users\/9433"}],"replies":[{"embeddable":true,"href":"https:\/\/sites.evergreen.edu\/mesweekly\/wp-json\/wp\/v2\/comments?post=46711"}],"version-history":[{"count":1,"href":"https:\/\/sites.evergreen.edu\/mesweekly\/wp-json\/wp\/v2\/posts\/46711\/revisions"}],"predecessor-version":[{"id":46712,"href":"https:\/\/sites.evergreen.edu\/mesweekly\/wp-json\/wp\/v2\/posts\/46711\/revisions\/46712"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/sites.evergreen.edu\/mesweekly\/wp-json\/wp\/v2\/media\/34097"}],"wp:attachment":[{"href":"https:\/\/sites.evergreen.edu\/mesweekly\/wp-json\/wp\/v2\/media?parent=46711"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/sites.evergreen.edu\/mesweekly\/wp-json\/wp\/v2\/categories?post=46711"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/sites.evergreen.edu\/mesweekly\/wp-json\/wp\/v2\/tags?post=46711"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}