HUMAN RESOURCE CONSULTANT 4

State of Washington; Seattle (WA); Hybrid; USD 90,000 - 120,000; Full time

Benefits offered by this job

Defined benefit pension plan

Flexible/compressed work schedules

Hybrid work model

Job summary

Washington State Criminal Justice Training Commission (WSCJTC) is seeking an experienced Human Resource Consultant 4 to lead recruitment, onboarding, classification, compensation, and performance management. The role oversees HR operations, mentors staff, improves processes, and delivers customer‑focused service in a growing agency.

The position is hybrid, requiring in‑office presence at least 3 days per week with potential for 1–2 days remote after training.

Qualifications

• At least five (5) years of senior level human resource consultation experience.
• At least two years of experience as an HRC2 or higher in a Washington State government agency.
• At least two years of experience using the NeoGov applicant tracking system.
• At least two years of experience using HRMS.
• At least two years of supervisory or lead‑worker experience.
• Knowledge of collective bargaining agreements and labor relations.
• Ability to coach, mentor, and develop staff to support growth and team effectiveness.
• Ability to analyze HR data and present it clearly for management.

Responsibilities

• Consult with managers on best practices to fill vacancies and assist with recruitment planning.
• Oversee job announcements to attract diverse applicants and promote the agency as an employer of choice.
• Train supervisors and managers on interview and selection processes.
• Develop interview questions for panels and train interviewers.
• Collect data, run reports, and present recruitment metrics to leadership.
• Oversee new employee orientation and ensure accurate onboard documentation.
• Ensure compliance with WACs, CBA, SOPs, and agency policies.
• Provide guidance on classification, compensation, and performance management.

Skills

Communication skills

Coaching/mentoring

Relationship-building

HR data analysis

Education

Bachelor’s degree in business, HR, or related field

Tools

NeoGov

HRMS

Microsoft Word/Excel/Outlook

Job description

Description

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

Opportunity

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. In this key role, you will help oversee daily HR office operations; develop, implement, and continuously improve processes; and take the lead in recruitment, certification, and onboarding for agency staff. As WSCJTC has more than doubled in size over the past several years, this position will play an important role in strengthening HR practices and creating efficient, responsive processes that support our growing agency. Our HR team is committed to providing outstanding service to our internal and external customers while fostering a welcoming, collaborative, and positive work environment for everyone who interacts with us.

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.

Salary

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

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.

Position Overview

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.

Duties Include But Are Not Limited To

• 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 NeoGov 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 consultation and work samples on the appropriate use of PDPs, position description forms (PDFs), and other HR related documents and documentation.
• Supervise, mentor, and train subordinates in assigned work activities and areas of growth.
• Support and hold staff accountable in a productive, constructive, and motivating manner. Address performance issues directly, timely and respectfully. Provide consistent and constructive feedback on a regular basis and evaluate employees.
• Complete HR‑related reports as required or requested. Reports may include data from NeoGov, Human Resource Management System (HRMS), employee actions, tracking of required agency forms.
• Draft professional correspondence for HR actions to ensure proper inclusion of WACs, RCWs, CBA language, etc.

Qualifications

REQUIRED QUALIFICATIONS:

• At least five (5) years of senior level human resource consultation experience that includes a combination of recruitment, onboarding, classification, compensation or performance management.
• At least two years of experience as an HRC2 or higher working in a Washington State government agency.
• At least two years of experience using the NeoGov applicant tracking system.
• At least two years of experience using HRMS.
• At least two years of professional experience as a supervisor or lead‑worker.
• Ability to coach, mentor, motivate, and develop staff to support individual growth, team effectiveness, and successful performance.
• Knowledge of collective bargaining agreements and labor relations.
• Experience independently composing professional business communications.
• Attention to detail and accuracy.
• Ability to analyze HR data and present it in a way for management and executives to easily grasp.
• Proficient in Microsoft Word, Excel, and Outlook.
• Ability to meet productivity standards, deadlines, and work schedules.
• Communication Skills/Abilities: Ability to convey ideas and facts orally and in writing using language the audience will best understand.
• Consulting Skills/Abilities: Ability to partner with staff and customers to identify and resolve questions and/or complex or sensitive issues within their span of control or refer them to other HR team members for assistance.
• Relationship‑Building Skills/Abilities: Ability to develop positive, productive, respectful working relationships with customers, co‑workers, subordinates and all agency staff.
• Take action to learn and grow – proactively increase and develop knowledge, skills, and abilities; and develop innovative opportunities and solutions for the HR Operations Team.
• Take action to meet the needs of others – welcome and value different identities and perspectives while increasing access, opportunities and positive outcomes for others.
• Demonstrated ability to build trust and foster collaboration within the HR teams and across the agency.
• Ability to oversee daily operations and develop, implement, and improve work processes.

Desired Qualifications

• A Bachelor’s degree or higher with focus on business, human resources, social or organizational behavioral sciences, race & ethnic studies, or related field from an accredited institution whose accreditation is recognized by the US Department of Education or the Council for Higher Education Accreditation (CHEA) or a foreign equivalent. Professional HR experience can be substituted year for year for education.
• Two years of experience as an HRC3 or higher at a Washington State government agency.
• Experience in HRMS which includes the ability to create reports.
• Skilled in Microsoft Excel with the ability to manipulate complicated data and reports.
• At least three years of supervisory experience.
• Experience training varying sized groups of adult learners in Human Resources related content.
• Research and Analytical Skills/Abilities: Ability to research, evaluate and draw conclusions from data; support recommendations with facts and analysis; interpret and apply rules, laws, policies and procedures.
• Proficient in Visio.

Veteran's Preference

Applicants who meet the required qualifications for the position and wish to claim Veteran's Preference MUST attach a copy of their DD214, or other verification of military service. Please blackout any personally identifiable data such as social security numbers. For additional information on Veteran's Preference and guidance on how to determine if you are eligible, click here.

Equal Opportunity

WSCJTC is an equal opportunity employer. Women, racial and ethnic minorities, persons of disability, persons over 40 years of age, disabled and Vietnam era veterans, and people of all sexual orientations and gender identities are encouraged to apply. Persons with disabilities needing assistance in the application process, or those needing this job announcement in an alternative format may contact the listed recruiter. WSCJTC does not use the E‑Verify system. For more information, please visit https://www.uscis.gov/.

Benefits Detailed

• Employees and their families are covered by medical (including vision), dental and basic life insurance.
• There are multiple medical plans with affordable monthly premiums that offer coverage throughout the state.
• Staff are eligible to enroll each year in a medical flexible spending account which enables them to use tax‑deferred dollars toward their health care expenses. Employees are also covered by basic life and long‑term disability insurance, with the option to purchase additional coverage amounts.
• To view premium rates, coverage choice in your area and how to enroll, please visit the Public Employees Benefits Board (PEBB) website. The Washington Wellness program from the Health Care Authority works with PEBB to support our workplace wellness programs.
• Dependent care assistance allows the employee to save pre‑tax dollars for a child or elder care expenses.
• Other insurance coverage for auto, boat, home, and renter insurance is available through payroll deduction.
• The Washington State Employee Assistance Program promotes the health and well‑being of employees.
• State Employees are members of the Washington Public Employees' Retirement System (PERS). New employees have the option of two employer contributed retirement programs. For additional information, check out the Department of Retirement Systems' web site.
• Employees also have the ability to participate in the Deferred Compensation Program (DCP). This is a supplemental retirement savings program (similar to an IRA) that allows you control over the amount of pre‑tax salary dollars you defer as well as the flexibility to choose between multiple investment options.
• All state employees are covered by the federal Social Security and Medicare systems. The state and the employee pay an equal amount into the system.
• If you are employed by a government or not‑for‑profit organization, and meet the qualifying criteria, you may be eligible to receive student loan forgiveness under the Public Service Loan Forgiveness Program.
• Full‑time and part‑time employees are entitled to paid holidays and one paid personal holiday per calendar year. Employees who are members of certain Unions may be entitled to additional personal leave day(s), please refer to position specific Collective Bargaining Agreements for more information. Full‑time employees who work full monthly schedules qualify for holiday compensation if they are employed before the holiday and are in pay status for at least 80 nonovertime hours during the month of the holiday; or for the entire work shift preceding the holiday. Part‑time employees who are in pay status during the month of the holiday qualify for the holiday on a pro‑rata basis. Compensation for holidays (including personal holiday) will be proportionate to the number of hours in pay status in the month to that required for full‑time employment, excluding all holiday hours. Pay status includes hours worked and time on paid leave.
• Full‑time employees earn eight hours of sick leave per month. Overtime eligible employees who are in pay status for less than 80 hours per month, earn a monthly proportionate to the number of hours in pay status, in the month to that required for full‑time employment. Overtime exempt employees who are in pay status for less than 80 hours per month do not earn a monthly accrual of sick leave. Sick leave accruals for part‑time employees will be proportionate to the number of hours in pay status, in the month to that required for full‑time employment. Pay status includes hours worked, time on paid leave and paid holiday.
• Full‑time employees accrue vacation leave at the rates specified in WAC 357-31-165(1) or the applicable collective bargaining agreement (CBA). Full‑time employees who are in pay status for less than 80 nonovertime hours in a month do not earn a monthly accrual of vacation leave. Part‑time employees accrue vacation leave hours in accordance with WAC 357-31-165(1) or the applicable collective bargaining agreement (CBA) on a pro‑rata basis. Vacation leave accrual will be proportionate to the number of hours in pay status, in the month to that required for full‑time employment. Pay status includes hours worked, time on paid leave and paid holiday. As provided in WAC 357-58-175, an employer may authorize a lump‑sum accrual of vacation leave or accelerate the vacation leave accrual rate to support the recruitment and/or retention of a candidate or employee for a Washington Management Service position. Vacation leave accrual rates may only be accelerated using the rates established WAC 357-31-165.
• Most agencies follow the civil service rules covering leave and holidays for exempt employees even though there is no requirement for them to do so. However, agencies are required to adhere to the applicable RCWs pertaining holidays and leave.
• Washington State supports members of the armed forces with 21 days paid military leave per year.
• Most employees whose family member or household member dies, or for loss of pregnancy, are entitled to five (5) days of paid bereavement leave. In addition, the employer may approve other available leave types for the purpose of bereavement leave.
• Leave Sharing.
• Parental Leave.
• Family and Medical Leave Act (FMLA).
• Leave Without Pay.