Human Resources Assessment Consultant

Job Title: Human Resources Assessment Consultant / HR Organizational Effectiveness Consultant
Client: City of Redmond, Washington
Location: Redmond, Washington, USA
Work Arrangement: Project-based consulting; on-site and remote work as agreed with the City
Employment Type: Contract / Consulting Engagement
Contract Duration: 6 months (January 2027 – June 2027)
Experience Level: Senior-level HR consulting experience preferred
Positions

Required:

Lead Consultant and supporting project team, as appropriate
Industry: Government Consulting / Human Resources / Organizational Development
Final date to receive applications: October 23, 2026, at 2:00 PM Pacific Time (RFP proposal deadline; not necessarily the candidate Final date to receive applications)

The City of Redmond, Washington, is seeking a qualified Human Resources Assessment Consultant or consulting team to conduct a comprehensive assessment of its Human Resources (HR) department, policies, processes, organizational structure, governance, systems, and service delivery.

The selected consultant will evaluate existing HR operations, identify process gaps and operational risks, assess staffing capacity and workload distribution, and develop practical, prioritized recommendations to improve efficiency, accountability, compliance, and employee service delivery.

The engagement will also assess readiness for the transition from the existing Eden system to UKG, including governance, data migration, resource planning, and risk mitigation.

The successful candidate will have demonstrated experience conducting comprehensive HR assessments, organizational reviews, process improvement initiatives, and consulting engagements, preferably for municipal or public-sector organizations.

Review existing HR policies, procedures, organizational structures, decision-making practices, and governance arrangements.

Evaluate HR service delivery, stakeholder engagement, and cross-departmental coordination.

Conduct approximately 36 individual interviews, along with multiple group stakeholder interviews or interactions, as specified in the RFP.

Engage HR personnel, Finance and Payroll staff, hiring managers, and other stakeholders involved in employee relations, benefits, leave administration, and recruitment.

Identify operational and compliance risks, including payroll errors, hiring delays, accountability gaps, and ineffective escalation processes.

Assess readiness for the Eden-to-UKG HRIS/payroll transition, including governance, implementation timelines, data migration, and record retention.

Document findings, root causes, operational impacts, and improvement opportunities.

Evaluate the HR department's organizational structure, operating model, systems, staffing, and service model.

Assess recruitment, hiring, benefits administration, customer service, labor contract implementation readiness, retirement administration, workers' compensation, and claims management.

Map and document HR workflows, procedures, responsibilities, and decision-making processes.

Conduct detailed end-to-end process reviews of:

Recruitment and hiring.

Timekeeping-to-payroll handoff.

Evaluate employee and departmental workload distribution, resource constraints, and staffing capacity.

Identify process bottlenecks, duplication, inefficiencies, and opportunities for standardization.

Assess HR and Finance ownership of payroll accuracy, error identification, corrections, employee communication, escalation, and resolution.

Develop a prioritized set of recommendations to improve HR operational performance, accountability, and service quality.

Recommend governance improvements, including clear ownership, escalation paths, decision-making authority, and resolution timelines for cross-departmental HR and Finance issues.

Quantify staffing and workload requirements using estimated hours or full-time equivalent (FTE) needs.

Distinguish responsibilities that existing staff can absorb from those requiring additional resources.

Evaluate HR technology solutions supporting recruitment, benefits, payroll, timekeeping, retirement administration, and customer service.

Develop recommendations for the Eden-to-UKG transition, addressing governance, data quality, resources, implementation readiness, and risk mitigation.

Incorporate applicable compliance requirements, industry…