The HR Consultant 1 is an experienced, professional-level position. Under general direction, independently provides professional human resource services to assigned departments. Works under general guidance of the Director, who reviews outcomes and provides advice or direction, as needed. Responsibilities include resolving complex human resource issues having broad potential organizational and risk impact. Assignments normally involve making decisions and judgments within established precedents AND consulting with independent managers to reach the same results.

The HR Consultant 2 is a senior, experienced, professional-level position. Under general direction, independently provides professional human resource services. Works under general guidance of the Director, who reviews outcomes and provides advice or direction, as needed. The HR Consultant 2 will demonstrate the ability to work at a more independent level and have greater impact to the continuous improvement of the program. Responsibilities include resolving complex human resource issues having broad potential organizational and risk impact. Assignments normally involve making decisions and judgments within established precedents AND consulting with independent managers to the same results. The HR Consultant 2 may be assigned leadership responsibility for one or more human resources programs.

The successful candidate may be hired into either position depending upon demonstrated skills and experience.

A successful candidate will be able to outline work experience in one of two areas:

Labor Relations: Experience in preparing for and/or participating in negotiations, impact bargaining, grievance hearings, arbitration hearings, etc.; Experience in guiding supervisory staff through contract interpretation and best labor practices.

Disciplinary Consulting: Experience in drafting and/or proofing coaching and disciplinary documents, Experience in advising supervisory staff on preferred methodology in delivering coaching and discipline.

The following examples of duties and accountabilities illustrate the general range of tasks assigned to the position but are not intended to define the limits of required duties. Other essential duties may be assigned consistent with the general scope of the position. Employee must comply with all County and department policies, procedures, WAC’s, or other regulatory bodies.

• Responds to inquiries from employees, managers and members of the public; assesses client needs, identifies and evaluates options, and recommends courses of action;
• Provides advice, interpretation and counsel to clients regarding human resource rules, regulations, policies and procedures in areas such as classification, compensation, performance management, grievance resolution, reasonable accommodation, organizational development and layoff;
• Meets with administrators, supervisors and employees to assess human resource needs; plans, develops and implements strategies to promote effective client relations and to resolve problems;
• Conducts job analyses to identify position requirements; develops or modifies examinations and establishes rating criteria; participates in the interview process; evaluates and refers candidates; advises employing officials regarding requirements and options;
• Analyzes and recommends allocation of positions; analyzes and recommends changes to classifications and salaries;
• Conducts surveys of other employers' practices such as wages, benefits, human resource policies and programs, and participates in implementing revisions to human resource programs;
• Provides benefits information to employees and retirees; enrolls employees in retirement and insurance programs;
• Composes correspondence; maintains records and statistics; analyzes and compiles data and information for reports; prepares narrative or statistical reports;
• Investigates, prepares documentation and recommends position on grievances, complaints and appeals; serves as representative in a variety of appeal or adjudicative forums;
• Develops and conducts presentations, training programs and workshops regarding human resource functions, management practices, rules or procedures;
• Analyzes laws, rules, policies and practices; assists in developing, evaluating, revising, and implementing human resource services or programs, policies and procedures;
• Researches and analyzes proposed rules, laws and program elements to determine impact on unit or organizational operations; participates in planning and implementing new human resource programs, policies and procedures;
• Participates in and/or coordinates special projects, committees or task forces.

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Any combination of education and experience may be substituted as long as it provides the desired skills, knowledge, and abilities to perform the essential functions of the job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Required

Preferred