HR Business Partner (HRC 4) DOH9011

Washington State Department of Health; Shoreline (WA); Hybrid; USD 110,000 - 160,000; Full time

Job summary

Washington State Department of Health seeks an expert HR Business Partner (HR Consultant 4) to serve as a trusted advisor to agency leaders on complex workforce issues. The role covers HR generalist duties for Public Health Laboratories in Shoreline, combining in-person and remote support.

You will apply expert knowledge of HR practices, CBAs, WACs, and agency policy to advise on performance management, organizational structure, and labor relations, partnering with classification, compensation,

Qualifications

• Expert-level HR knowledge and practice.
• Advises agency leaders on complex workforce issues.
• Familiar with CBAs, WACs and agency policy.

Responsibilities

• Provide expert-level analysis and strategy to advise managers on complex workplace issues.
• Write letters and documents with legal defensibility based on CBAs and WACs.
• Assist investigations, accommodations, and protected leave coordination.

Skills

HR policy knowledge

Employee relations

Consulting leaders

CBAs & WACs

Performance management

Investigations support

Job description

This position offers a hybrid work arrangement, combining remote work with scheduled onsite work at the Public Health Laboratories located in Shoreline, WA.

The Office of People Services (OPS) manages employee experience and HR operations for the Department of Health. We are looking for an expert-level HR Business Partner (Human Resource Consultant 4) to join our HR Business Partner team and serve as a trusted advisor to agency leaders on their most complex workforce issues and opportunities.

In this role, you will serve as the HR generalist and business partner for your assigned DOH programs, including the Public Health Laboratories in Shoreline, where you will provide in‑person support. You will bring expert knowledge of HR best practices, agency policy, collective bargaining agreements (CBAs), and Washington Administrative Codes (WACs) to consult, advise, and coach management on employee performance management, organizational structure and strategy, and employee and labor relations. You will partner closely with specialty teams in classification, compensation, reasonable accommodations, investigations, and talent acquisition. Your expertise in Equal Employment Opportunity requirements, the Equal Pay and Opportunities Act, and anti‑discrimination law will help the agency reduce risk and sustain a diverse, equitable, and inclusive workplace.

You’ll take a human‑centered approach, incorporating the needs, abilities, and experiences of people into your advice and consultation, to support leaders in managing our most valuable state resource, our workforce.

Key Responsibilities Include

Consult, Advise, and Coach Leaders and Employees on Complex Workplace Issues

• Provide expert‑level analysis and strategy, in person and remotely, drawing on HR best practices, CBAs, WACs, and agency policy to advise managers and employees on complex, multidimensional issues with long‑range impact
• Resolve complex interpersonal and personnel issues by identifying and mitigating risk to the agency
• Consult with supervisors and managers on performance management, including corrective action and progressive discipline in accordance with WACs and CBAs
• Advise leaders on writing letters of expectations, memos of concern, and letters of reprimand, and review final products before delivery to ensure accuracy and consistency

Write Legally Defensible Decisions and Manage the Grievance Process

• Write pre‑disciplinary and disciplinary decision letters on behalf of the Appointing Authority, consulting with the HR Business Partner Manager and the Assistant Attorney General when needed
• Advise Appointing Authorities on the Step Two grievance process and attend meetings to document the conversation
• Write Step Two grievance responses for the Appointing Authority, applying expert knowledge of the relevant CBA articles

Support Investigations, Accommodations, and Protected Leave

• Serve as the assigned investigator or assist with internal personnel investigations
• Act as the point of contact for external investigators when DOH contracts them to investigate personnel misconduct
• Advise employees and leaders on reasonable accommodations and protected leave options, including FMLA and Paid Family and Medical Leave, in partnership with the Reasonable Accommodation and Protected Leave team
• Refer employees to that team for direct support when they or a qualifying family member are facing a serious health condition

Guide Organizational Planning, Staffing Strategy, and Layoffs

• Consult with supervisors and managers on organizational planning and positional structure to meet agency business needs
• Analyze data in employee staffing reports to identify organizational