The Department of Children, Youth, and Families (DCYF) was created to be a comprehensive agency exclusively dedicated to the social, emotional, and physical well-being of children, youth, and families regardless of race, ethnicity, sexual orientation, or other socioeconomic factors. We believe our workforce should reflect the communities we serve and are actively searching for candidates that reflect that diversity.
We’re looking for a Human Resource Consultant 3 (HRC3) to join our dynamic and high-performing team, who embodies DCYF’s core values of inclusion, respect, integrity, compassion, and transparency. Our vision is that “All Washington’s children and youth grow up safe and healthy – thriving physically, emotionally, and educationally, nurtured by family and community.”
As a Human Resource Consultant 3, you will provide senior-level Human Resource (HR) consultation and advice within an assigned region, area, or program, primarily King County, with direct responsibility to independently consult with and provide senior-level advice to DCYF appointing authorities, managers, supervisors, and employees. This position resolves sensitive, complex, and difficult HR issues having a potentially broad precedent-setting impact. Under the general direction of the Area HR Operations Manager (HROM), this position collaborates with all stakeholders to promote a culture that fosters and inspires excellence throughout the DCYF. If this sounds like something you would excel at, apply today and join a team that truly values each member!
While the official duty station is currently located in south Seattle, WA, this position can potentially be located at some of our other offices within King County. At this time this position is currently 100% telework.
KING COUNTY PREMIUM: The salary listed above does not include the additional 5% premium granted to all King County employees.
Some of what you will get to do:
- Provide confidential, legally defensible, and sound senior-level consultation, advice, guidance, and support to appointing authorities, managers, supervisors, and employees (customers).
- Provide advice and guidance on requirements of HR-related DCYF Administrative policies, procedures, and guidelines, Collective Bargaining Agreements (CBAs), and Washington State Administrative Codes (WACs).
- Consult with employees and supervisors on FMLA-related issues, diversity and inclusion issues, reversions and exempt returns, work-related illness/injury, shared leave, and the layoff process and rights.
- Prepare and review FMLA paperwork and consult with reasonable accommodation specialists as needed.
- Provide labor relations guidance to customers, in partnership with the Labor Relations unit.
- Participate in performance meetings with appointing authorities, to provide consultation and recommendations.
- Review investigative reports and consult with appointing authorities on the findings and next steps.
- Prepare disciplinary letters and provide information for litigation, arbitration, and disciplinary case preparation. Represent the agency at hearings and meetings pertaining to disciplinary actions.
- Participate in grievance hearings, provide advice to management throughout the grievance process, and write/review grievance responses.
- Provide classification and compensation consultation: review and advise on the position allocation process and position descriptions for correct classification and appropriate language.
- Coordinate and consult with the Recruitment team to identify, plan, conduct, and assess recruitments and selection processes in compliance with agency policy and procedures.
- Serve as a backup to the area HR Operations Manager (HROM) as needed.
- Process personnel and payroll actions for new hires, promotions, demotions, transfers, reallocations, non-permanent appointments, etc., for keying in the state’s Human Resource Management System (HRMS).
- Create and maintain electronic personnel files, taking necessary action to keep information current and confidential, and in compliance with personnel rules, agency policy, and the CBAs.
- In conjunction with HROM, consult with Assistant Attorney General(s), union representatives, outside attorneys, and employees on a variety of complex and sensitive human resource issues, and advise management accordingly.
- Attend and actively participate in HR unit meetings and field operations team meetings.
- Assist with conducting training on investigations, just cause, and progressive discipline.
- Provide training on FMLA, performance management, sexual harassment prevention, diversity and inclusion, and other HR-related matters.
- Other duties as assigned.
A Bachelor’s degree with an emphasis on business or public administration, human resources, social or organizational behavioral sciences, or related field from an accredited college or university whose accreditation is recognized by the U.S. Department of Education and the Council for Higher Education Accreditation (CHEA);
Two (2) years of professional human resource experience (professional human resource experience means working full time as a human resource professional performing HR functions).
NOTE: Additional professional human resource experience may substitute, year for year, for the required education. (Examples: HS/GED and (6) years of HR experience OR AA Degree and (4) years of HR experience).
Required job-specific skills, abilities, and competencies:
- Demonstrated ability to maintain confidentiality at all times.
- Ability to communicate concepts, both orally and in writing, in a manner that is understandable, persuasive, and appropriate for the audience. Ability to produce well-written letters and other correspondence, narrative, statistical reports, and other presentations.
- Ability to understand customers’ mission, organizational needs, and processes, anticipate problems, provide relevant, effective consultation on all aspects of human resources management, and influence new and positive ways to approach and resolve problems.
- Ability to exercise sound independent judgment and accurately interpret and apply federal and state employment laws, rules, labor agreements, and departmental policies.
- Ability to work independently and as part of a team.
- Ability to prioritize and effectively manage multiple tasks, personally adapt positively, and facilitate others’ management of rapid change.
- Ability to work in a fast-paced and changing environment.
- Ability to develop and present information to managers and employees on a wide variety of human resource topics.
- Ability to develop and maintain productive working relationships with a wide variety of individuals at all levels and facilitate conflict resolution.
- Proficiency in MS Word and Outlook, and ability to use Excel.
- Experience within a state or other government agency.
- SHRM-CP/SCP, S/PHR, or other professional HR certifications.
- Demonstrated history of flexibility and accuracy in completing high volumes of work with competing priorities.
- Six months or more experience using HRMS and NeoGov.
- Working knowledge of HR-related WACs, RCWs, Federal laws, agency policies and procedures, and CBAs.
- Lead/supervisory experience.
How do I apply?
To be considered, you must complete your application and include the following:
- Cover letter describing how you meet the specific qualifications for this position.
- Current resume detailing experience and education.
To take advantage of Veteran’s preference please attach your DD-214, member 4 long-form, or your NGB-22. Please black out your social security number prior to attaching.
**Per Governor Inslee’s Proclamation 21-14 (Download PDF Reader) state employees must be fully vaccinated against COVID-19. Please note that any offer of employment is contingent upon you providing verification of your vaccine status, having an approved medical accommodation, or having an approved religious accommodation. No start date will be approved until you have either verified your vaccine status or have an approved accommodation.**
This recruitment may be used to fill multiple vacancies.
Prior to a new hire, a background check including criminal history will be conducted. Information from the background check will not necessarily preclude employment but will be considered in determining the applicant’s suitability and competence to perform in the position.
The initial screening will be based on the content and completeness of your application and the materials submitted. All information may be verified and documentation may be required. Applications with comments such as “see attachments” or “N/A” in the supplemental question responses will be considered incomplete.
DCYF is an equal opportunity employer and supports equity, diversity, inclusion, and respect.
Need accommodation throughout the application/interview process? Unable to apply online? Contact the Recruitment team at email@example.com or 360-870-3221 or the Telecommunications Device for the Deaf at 800-833-6388.
Experiencing technical difficulties creating, accessing or completing your application? Call NEOGOV toll-free at (855)524-5627 or email firstname.lastname@example.org.
General suggestions for creating a good application packet:
- Read the job posting very carefully. Find out as much as you can about the position.
- Make sure you are very diligent in following all the application instructions. Include all requested documentation.
- Make sure your application and supplemental question responses address how you meet each of the required and desired qualifications.
- Carefully read each of the supplemental questions and respond completely to each one. Pay careful attention to each component of the question, providing examples, thoroughly describing when and where you achieved the proficiency level, and detail the types of work you performed, the work products, etc., to demonstrate ‘how’.
- Specifically include all of your work experiences doing the same or similar work, especially if you reference work in these jobs in describing when/where you gained proficiency level skills.
- Make sure your application reflects your best writing.