Human Resource Consultant

The duty station for this position is in King County, therefore the incumbent will receive 5% premium pay in addition to the base salary.

The Washington State Criminal Justice Training Commission (WSCJTC) is seeking an experienced, forward-thinking human resources professional to join our team as a Human Resource Consultant
4. This is an exciting opportunity for an HR professional who thrives in a collaborative environment, enjoys improving how work gets done, and leads by building trust, supporting others, and delivering exceptional service.

NOTE:
This is a hybrid position. The incumbent will work in the office at least 3 days per week with opportunity after training to work 1-2 days from home.

The Salary
The salary listed does not include the additional 5% premium pray granted to all King County employees.

The Benefits
WSCJTC offers outstanding benefits, choice of state retirement programs including a defined benefit pension plan, advancement opportunities, and flexible/compressed work schedules.

At the WSCJTC, we value the importance of creating an environment in which all employees feel respected, included, and empowered to bring unique ideas to the agency. Our diversity and inclusion efforts include embracing different cultures, backgrounds, and perspectives while fostering growth and advancement in the workplace.

Reporting to the HR Operations Manager, this HRC4 position provides expert-level consultation, coordination, and oversight across key human resource functions, including recruitment and selection, onboarding, classification, compensation, and performance management. In this role, you will oversee the day-to-day delivery of assigned HR services, provide guidance on complex HR matters, and develop and improve processes that support efficient, consistent, and customer-focused service.

This position will also supervise and develop HR staff responsible for supporting these functions, providing coaching, work direction, and guidance while fostering a collaborative, trusted, and service-oriented team environment.

• Consults with managers and provides guidance on best process/practices to fill vacant positions and assists with effective recruitment practices to address program needs and timelines. Collaborates to ensure the development of an effective recruitment plan.
• Ensures job announcements are drafted to draw the interest of a broad and diverse field of applicants and increase the number of applications received and promotes WSCJTC as an employer of choice that welcomes a broad, diverse pool of qualified candidates for vacant positions.
• Utilizes the Neo Gov recruiting system to its full capacity. Ensures applicants are adequately screened for required and desired qualifications. As needed, recommends additional defensible screening measures to narrow applicant pools and find the most qualified candidate for the position.
• Trains agency supervisors and managers on proper interview and selection process and guidelines.
• Develops interview questions for all interview panels.
• Collects data, runs reports and presents information on agency recruitment activities to HR and agency leadership.
• Oversees new employee orientation process. This includes meeting with all new staff, processing all new hire paperwork, ensuring accuracy of all completed forms, and serving as agency liaison with the Small Agency Financial Services (SAFS) team at Department of Enterprise Services (DES).
• Ensures timely completion and accuracy of all required new employee orientation (NEO) documents, Position Action Forms (PAF), and Personnel Payroll Data Sheet (PPDS).
• Consistently review processes to determine ways to streamline, add efficiencies, and provide the best possible customer service.
• Ensure processing of all actions follow proper Washington Administrative Code (WACs), Collective Bargaining Agreement (CBA), agency policy, Standard Operating Procedures (SOPs), etc.
• Review position descriptions to ensure proper completion and allocation.
• Analyze classification requests, write thorough analysis, and make recommendations for the proper classification of agency positions. This includes establishment of new positions, reallocation of existing positions, and position review requests received from employees.
• Provide guidance and clarification of CBA;
  Federal Law; WACs and Revised Codes of Washington (RCWs); personnel policies/procedures; and other pertinent rules, regulations.
• Provide…