Human Resource Consultant 2 - Employee Relations

Human Resource Consultant 2 - Employee Relations

Salary

$61,332.00 - $82,440.00 Annually

Location

Yakima County - Union Gap, WA

Job Type

Full Time - Permanent

Remote Employment

Flexible/Hybrid

Job Number

26DOT-HQ-03997

Department

Dept. of Transportation

Division

Headquarters

Opening Date

10/28/2026

Closing Date

11/4/2026 11:59 PM Pacific

• Description
• Benefits
• Questions

Description

About WSDOT

The Washington State Department of Transportation (WSDOT) is a multimodal agency with a global reputation for excellence. Our dedicated workforce plans, designs, builds, and operates an integrated transportation system that safely and efficiently moves people and goods throughout the state. In addition to maintaining over 20,000 lane miles of state highway and 4,100 bridges, WSDOT leads an award-winning Active Transportation Plan, manages the worlds longest floating bridge, and operates the largest ferry system in the nation!

The Opportunity

WSDOT is seeking a Human Resource Consultant 2 in Union Gap, WA to independently provide professional HR support and consultation to assigned customer groups in the South Central Region. In this role, you will advise managers, supervisors, and employees across a broad range of HR disciplines, including classification and compensation, employee and labor relations, reasonable accommodation, drug and alcohol programs, performance management, employee health and wellness, and workforce development and training.

Your work will directly support WSDOTs mission and strategic plan by advancing workforce equity, inclusion, and organizational health while helping create a workplace that balances employee well-being with organizational needs and fosters respect, equal opportunity, and belonging.

What to Expect

Among the varied range of responsibilities held within this role, you will

• Advise managers, supervisors, and employees on employment matters, HR resources, performance management, employee relations, and applicable policies and agreements, and provide general consultation on employment matters and resources such as salary placement, return rights, overtime, schedule changes, seniority/layoff, benefits, retirement, Employee Assistance Program (EAP), tuition reimbursement, etc.
• Consult on routine performance management issues, conduct initial intake of employee relations concerns and support investigations, pre-disciplinary processes, and corrective actions.
• Prepare pre-disciplinary notifications, schedule meetings and document proceedings, prepare accurate and detailed notes to inform decisions, assist in drafting and reviewing disciplinary determinations.
• Assist with developing and delivering HR training and collaborate with HR colleagues to create learning experiences.
• Review and evaluate position descriptions with an equity and accessibility lens, process position actions, and consult with managers regarding classification and organizational changes.
• Analyze position allocation information and assist with desk audits, non-permanent requests, recruitment requisitions, salary setting, and personnel actions.
• Consult on reasonable accommodation and the interactive process, coordinate meetings, track timelines, and prepare accommodation plans and documentation.
• Process employee performance evaluations, retirement and separation documentation, assignments, reimbursement requests, internship programs, records, and other HR transactions.
• Assist with the administration of the regional Drug and Alcohol Program, including required testing, CDL testing requirements, FMCSA Clearinghouse activities, audits, and related employee and manager communications.
• Provide support to HR colleagues during workload peaks, participate in cross-functional teams, and contribute to special projects.

Qualifications

To be considered for this opportunity, the following competencies are required:

• Employment Laws, Rules & Regulations: Demonstrates knowledge of employment laws, rules, and regulations related to assigned HR disciplines and applies this knowledge to provide consistent, fair, and compliant guidance.
• HR Information Systems: Demonstrates experience using human resource information systems, including applicant tracking, benefits administration, and electronic content management systems.
• HR Consultation & Compliance: Proven ability to consult with supervisors, managers, and HR staff regarding complex regulatory and contractual requirements to support compliance and equitable practices.
• Research & Policy Application: Experience researching and applying policies, procedures, and employment laws to workplace situations.
• Communication: Experience communicating information effectively and professionally to diverse audiences through written materials, reports, presentations, and electronic media.
• Interpersonal Skills: Builds effective working relationships with managers and employees when addressing sensitive and confidential HR matters.
• Employee & Labor Relations: Interprets and applies employment regulations to address workplace issues and support effective employee and labor relations.
• Analysis & Problem Solving: Identifies issues, evaluates options, and recommends practical, compliant solutions.
• Confidentiality & Professional Judgment: Handles confidential, sensitive, and complex matters with appropriate discretion, impartiality, and sound judgment.
• Technology Proficiency: Demonstrated proficient and consistent use of software such as Microsoft Word, Excel, Outlook, Teams, and PowerPoint to perform a variety of administrative, communication, and presentation tasks.
• Growth Mindset: Actively demonstrates a commitment to learning and growth.
• Service-Oriented: Takes action to meet the needs of others.

It is preferred that qualified candidates also demonstrate:

• Professional HR Certification: PHR, SHRM-CP, or an equivalent professional HR certification.
• Training & Facilitation: Experience facilitating staff training, new employee orientation, and meetings using presentation and collaboration tools such as PowerPoint and Microsoft Teams.
• Union & Government HR Environment: Experience working in a unionized or government environment, including exposure to collective bargaining processes, civil service rules, and structured personnel systems.

Important Notes

• This recruitment may also be used to fill additional positions per business needs.
• This position offers flexible/hybrid remote work options.
• In addition to base salary, employees may be entitled to other forms of compensation depending on the type, duties, or location of the position. For union-represented positions, more information on other forms of compensation can be found in the applicable Collective Bargaining Agreements. Information on other compensation types for non-represented positions can be found in Chapter 357-28 of the Washington Administrative Code.
• WSDOT does not use the E-Verify system, therefore we are not eligible to extend STEM Optional Practical Training (OPT). For more information, please visit www.uscis.gov.

Why WSDOT

• Work-Life Balance - We are committed to ensure that our staff experience the reward of public service, while also sustaining a routine that suits each individuals' lifestyle. As such, there are a number of flexible schedule options available, including telework options for eligible positions.
• Paid Leave - In addition to 12 paid holidays, full-time employees may earn up to 25 paid vacation days per year!
• Tuition Assistance - Permanent employees have several options for assistance with education expenses, including tuition reimbursement programs, government discounts at participating colleges throughout the state, and eligibility for federal student loan forgiveness.
• Plan For Your Future - WSDOT offers a comprehensive benefits package that includes a variety of healthcare options. Employees also have their choice of state retirement programs, and much more. Go to State Benefits for more information.

How to Apply

Applications for this recruitment will be accepted electronically. Your relevant experience may be evaluated to determine salary. Therefore, it is very important that the "Work Experience" portion of the application be completed in as much detail as possible.

In order to be considered for this opportunity, please include the following with your online application:

• An attached Resume outlining (in reverse chronological order) your experience to date.
• An attached Cover Letter that further explains your qualifications and indicates why you believe you are a viable candidate for this role.
• Contact details for a minimum three (3) individuals who can attest to your work performance, technical skills, and job-related competencies. This information can be entered in the "References" section of the online application; does not require an additional attachment.

Please click the "APPLY" button to proceed. Note that you will be prompted to either sign in or create an account. This step is required in order to submit an application to this opportunity.

WSDOT is an equal opportunity employer. We value the importance of creating an environment in which all employees can feel respected, included, and empowered to bring unique ideas to the agency. Our diversity and inclusion efforts include embracing different cultures, backgrounds and viewpoints while fostering growth and advancement in the workplace. All persons, regardless of race, ethnicity, age, veteran status, sexual orientation, and/ or gender identity, 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.

WSDOT does not use the E-Verify system, therefore we are not eligible to extend STEM Optional Practical Training (OPT). For more information, please visit www.uscis.gov

Contact Us

For inquiries about this posting, you may contact the assigned Recruiter at Rachel.Giese@wsdot.wa.gov. Please be sure to reference 26DOT-HQ-03779 in the subject line.

More than Just a Paycheck!

Employee benefits are not just about the kind of services you get, they are also about how much you may have to pay out of pocket. Washington State offers one of the most competitive benefits packages in the nation.

We understand that your life revolves around more than just your career. Like everyone, your first priority is ensuring that you and your family will maintain health and financial security. Thats why choice is a key component of our benefits package. We have a selection of health and retirement plans, paid leave, staff training and other compensation benefits that you can mix and match to meet your current and future needs.

Read about our benefits:

The following information describes typical benefits available for full-time employees who are expected to work more than six months. Actual benefits may vary by appointment type or be prorated for other than full-time work (e.g. part-time); view the job posting for benefits details for job types other than full-time.

Note: If the position offers benefits which differ from the following, the job posting should include the specific benefits.

Insurance Benefits

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.

Retirement and Deferred Compensation

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.

Social Security

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.

Public Service Loan Forgiveness

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.

Holidays

Full-time and part-time employees are entitled to paid holidays and one paid personal holiday per calendar year.

Note: 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.

Sick 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.

Vacation (Annual Leave)

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.

Note: 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.

Military Leave

Washington State supports members of the armed forces with 21 days paid military leave per year.

Bereavement Leave

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.

Additional Leave

Leave Sharing

Parental Leave

Family and Medical Leave Act (FMLA)

Leave Without Pay

Please visit the State HR Website for more detailed information regarding benefits.

Updated 01-07-2026

01

Employment Laws, Rules & Regulations: Which best describes your experience applying employment laws, rules, and regulations to provide HR guidance?

• Extensive experience independently researching, interpreting, and applying multiple employment laws, rules, and regulations to provide consistent, compliant guidance on complex HR matters.
• Considerable experience applying employment laws, rules, and regulations to routine and moderately complex HR matters with limited guidance.
• Some experience applying employment laws, rules, or regulations to HR matters with guidance.
• Limited experience assisting with the application of employment requirements.
• No experience.

02

Please briefly describe your experience applying employment laws, rules, and regulations as they relate to human resources. If no experience, please enter N/A.

03

HR Information Systems: Which best describes your experience using human resource information systems?

• Extensive experience independently using multiple HR information systems, including systems supporting applicant tracking, benefits administration, or electronic content management.
• Considerable experience using HR information systems to maintain, retrieve, or process employee or position information with limited guidance.
• Some experience using HR information systems with guidance.
• Limited experience using an HR information system for basic transactions.
• No experience.

04

HR Consultation & Compliance: Which best describes your experience consulting with supervisors, managers, or HR staff regarding regulatory, contractual, or policy requirements?

• Extensive experience independently consulting with managers and HR professionals on complex regulatory or contractual requirements and recommending compliant and equitable approaches.
• Considerable experience providing HR consultation regarding regulatory, contractual, or policy requirements with limited guidance.
• Some experience providing HR guidance or consultation with guidance from a senior HR professional.
• Limited experience assisting with HR consultation.
• No experience.

05

Please briefly describe your experience consulting with supervisors, managers, or HR staff. If no experience, please enter N/A.

06

Research & Policy Application: Which best describes your experience researching and applying policies, procedures, or employment laws to workplace situations?

• Extensive experience independently researching multiple sources, interpreting applicable requirements, and applying policies, procedures, or employment laws to complex workplace situations.
• Considerable experience researching and applying HR policies, procedures, or employment laws with limited guidance.
• Some experience researching or applying HR policies or procedures with guidance.
• Limited experience assisting with policy or procedure research.
• No experience.

07

Please briefly describe your experience researching and applying policies, procedures, or employment laws to workplace situations. If no experience, please enter N/A.

08

Communication: Which best describes your experience communicating HR or technical information to diverse audiences?

• Extensive experience independently communicating complex or sensitive information to diverse audiences through consultation, written correspondence, reports, presentations, and electronic media.
• Considerable experience communicating HR or technical information through multiple methods with limited guidance.
• Some experience communicating HR or technical information to employees or other audiences with guidance.
• Limited experience preparing or delivering routine communications.
• No experience.

09

Employee & Labor Relations: Describe your experience interpreting and applying employment regulations, policies, or collective bargaining agreements to address workplace issues or support employee and labor relations. If you do not have this experience, please enter N/A.

10

Analysis & Problem Solving: Which best describes your experience analyzing workplace or HR issues and developing solutions?

• Extensive experience independently analyzing complex HR issues, evaluating multiple options, and recommending practical and compliant solutions.
• Considerable experience analyzing HR issues and recommending solutions with limited guidance.
• Some experience researching and analyzing HR issues with guidance.
• Limited experience assisting with HR problem solving.
• No experience.

11

Please briefly describe your experience analyzing workplace or HR issues and developing solutions. If no experience, please enter N/A.

12

Confidentiality & Professional Judgment: Describe your experience handling confidential, sensitive, or complex HR matters while maintaining confidentiality, impartiality, and sound professional judgment. If you do not have this experience, please enter N/A.

13

Interpersonal Skills: Which best describes your experience working with managers and employees on sensitive, confidential, or complex HR matters?

• Extensive experience independently working with managers and employees to address sensitive, confidential, or complex HR matters while maintaining professional relationships and appropriate boundaries.
• Considerable experience working with managers and employees on sensitive or complex matters with limited guidance.
• Some experience working with employees or managers on sensitive workplace matters with guidance.
• Limited experience interacting with employees or managers regarding sensitive matters.
• No experience.

14

Professional HR Certification: Which best describes your professional HR certification?

• PHR, SHRM-CP, or an equivalent professional HR certification.
• Currently pursuing a PHR, SHRM-CP, or equivalent professional HR certification.
• No professional HR certification.

15

Training & Facilitation: Which best describes your experience facilitating staff training, new employee orientation sessions, or meetings using tools such as PowerPoint and Microsoft Teams?

• Extensive experience independently developing and facilitating staff training, new employee orientation sessions, and meetings using presentation and collaboration tools such as PowerPoint and Microsoft Teams.
• Considerable experience facilitating staff training, orientation sessions, or meetings using presentation and collaboration tools with limited guidance.
• Some experience assisting with or facilitating training, orientation sessions, or meetings using presentation or collaboration tools.
• Limited experience presenting information or assisting with meetings.
• No experience.

16

Please briefly describe your experience facilitating staff training, new employee orientation sessions, or meetings, and include the tools you have used such as PowerPoint and Microsoft Teams. If no experience, please enter N/A.

17

Union & Government HR Environment: Which best describes your experience working in a unionized or government environment?

• Extensive experience working in a unionized or government HR environment with direct experience applying collective bargaining processes, civil service rules, and structured personnel systems.
• Considerable experience working in a unionized or government environment with exposure to collective bargaining processes, civil service rules, or structured personnel systems.
• Some experience working in a unionized or government environment with limited exposure to these processes or systems.
• Limited experience with unionized or government HR environments.
• No experience.

18

In which areas of human resources do you consider yourself proficient based on your professional experience? Select all that apply:

• Recruitment and selection.
• Classification and compensation.
• Employee and labor relations.
• Benefits and wellness.
• Performance management.
• HR policies, procedures, and compliance
• Reasonable accommodation and accessibility.
• HR data, records, or reporting.
• Training and employee development.
• HR systems or HR information systems (HRIS).
• None of the above.

19

How did you learn of this employment opportunity?

• Indeed
• LinkedIn
• Direct Email Notification
• WSDOT social media (Twitter, Facebook, YouTube, etc)
• Career Fair
• Monster
• WorkSource
• Handshake
• AASHTO
• NACTO
• COMTO
• APWA
• "NOW HIRING" banner/sign
• Radio advertisement
• WSDOT Employment Site
• Careers.wa.gov
• governmentjobs.com
• Other (specify below)

20

If you selected Other on the previous question, please specify how you learned of this employment opportunity in the space provided:

Required Question

Employer State of Washington

Address View Job Posting for Agency Information

View Job Posting for Location, Washington, 98504

Website http://www.careers.wa.gov