Leave Benefits Policy Advisor

The King County Department of Human Resources (DHR) has an immediate need for a seasoned professional to serve as the Leave Benefits Policy Advisor (Human Resources Policy Advisor I) to provide countywide leave benefits policy expertise and guidance to all Executive departments and oversee the creation and maintenance of standardized processes and procedures for all County leave benefits. This position serves as a key advisor to the Executive Branch, on projects and issues that have a profound and enduring impact on how the County manages leaves. As HR policies pertaining to leaves are amended via Executive directive or Council ordinance, or new benefits are implemented through legislation at the local, state, or federal level, this position will be a key advisor on implementation and policy revisions in addition to any amended or new benefit oversight resources. This position will provide leadership regarding countywide leaves benefits and represent DHR in a variety of settings across all Executive departments. As a key member of DHR’s Policy Team, the individual we seek will be relied on to provide knowledge and expertise about leaves policies, strategic planning, labor and employee relations, and processes and procedures to human resources professionals, county management, and executive staff. Successful candidates will be able to clearly demonstrate the skill and ability to: Conceptualize, establish, and maintain countywide policies, practices, processes, and procedures that support countywide leave benefit functions and compliance. Coordinate the development, review, and revision of leaves policies, systems, and strategies. Recommend and draft changes to King County Code to support changes. Create resource guidance to promote accurate delivery and accounting of employee leave entitlements (such as leave guides, forms, FAQs, etc.). Evaluate new legislation for impact on leaves benefits. Serve as a subject matter expert and lead the consultation of leave benefits to department human resources professionals, which includes but is not limited to, Family and Medical Leave, Paid Sick Leave, WA Paid Family and Medical Leave, and Paid Parental Leave. Co-Supervise the Benefits Project Manager IV and work related to leave benefit programs in collaboration with the Benefits, Payroll and Retirement Operations Section Manager. Provide advice to human resources professionals and leadership on leaves policy, strategic planning, labor and employee relations, and countywide system development needs, which may involve applying or tailoring methods and procedures to a variety of situations. Research complex leaves legal problems and collaborate with the Prosecuting Attorney's Office and Labor Relations to evaluate the impacts of recommended approaches. Direct Labor Relations on required changes to CBAs based on new laws, etc. Direct and provide oversight to team(s) engaged in special studies and projects affecting departments or countywide leaves benefits, policies, and processes. Testify before legislative committees, at hearings, and/or at arbitrations as an expert witness. Assist human resources professionals and executive management in addressing sensitive, or controversial employee leaves issues. Prepare recommendations for executive management. Proactively identifying and responding to trends, problems, and issues. Coordinate continuous improvement. Assist with other Policy team subject areas as needed. Provide coverage and backup function for peer positions. Perform other related duties and responsibilities as assigned, provided they fall within the general scope and level of this position and classification. Education and Experience Requirements: Bachelor’s degree in business, public administration, law, or social science with emphasis in management, organizational theory, or a related field; AND Five years of increasingly responsible experience in human resources and/or public sector management with a leaves focus; OR Any combination of education and extensive human resources experience, which may include providing legal advice to human resource professionals, that clearly demonstrates the ability to perform the job duties of the position. Required Qualifications, Knowledge, and Skills: Advanced knowledge of human resources management theories, principles, and best practices, specifically regarding leaves. Significant knowledge of public sector policy and management. Demonstrated experience in a complex labor environment, including an understanding of collective bargaining and contract administration. Skilled in policy analysis and research. Knowledge of relevant federal, state, and local leave laws and regulations. Advanced skill in communicating effectively, both verbally and in writing. Advanced skill in problem-solving, conflict resolution, decision making, and customer service. Demonstrated deep commitment to equity and social justice, and skilled in its application to policy development. Skilled in business and organizational planning, coordination, and execution. Skilled in building consensus among individuals with conflicting viewpoints and convincing others to act. Skilled in managing complex, highly visible, and politically sensitive issues and projects. Skilled in researching, gathering, analyzing, and synthesizing data. Ability to effectively engage in and sustain relationships with people from diverse cultures and socio-economic backgrounds. Ability to work independently and as a team member. Demonstrated good judgement, discretion, and the ability to maintain confidentiality at all times. The Most Competitive Candidates Will: Have demonstrated hands-on experience administering leave benefits, including managing leaves compliance. Be knowledgeable about how local government works, including how to get things done through formal and informal channels. Possess a strong grounding in human resources policies and practices, specifically leaves. Have experience managing complex employee relations issues within a highly organized environment. Be able to persevere and adapt as required, while working in a multi-faceted and sometimes ambiguous environment. Possess strong negotiation skills and be able to manage diverse and potentially conflicting partner perspectives. Have a law degree. Applicants will be screened for competitiveness, completeness, and written communication skills. Initial screening will be based on a review of application materials. The most competitive candidates will be invited to participate in a series of one or more interviews. Teleworking Requirement This position works a hybrid schedule of remote and onsite work, requiring work in the office at least three days a week. Hybrid work schedules are subject to change based upon operational necessity. Employees must reside in Washington state and within a reasonable distance to their King County worksite to respond to workplace reporting requirements. Union Status This position is not represented by a collective bargaining agreement. King County's Vision, Mission, and ACTIVATE Values unite us. King County serves residents with a relentless sense of urgency, delivering on commitments with transparency and accountability. We are action-oriented, creative problem solvers who collaborate across roles, engage directly with communities, and challenge the status quo to achieve meaningful impact. As a unified team, we uphold high ethical and stewardship standards, embrace change, stay curious, and continuously improve. Across all interactions, we listen first, act quickly, and stay aligned as a team to earn and sustain public trust. Learn more about our Vision, Mission, and ACTIVATE Values here and visit our Why work at King County page here. King County is an Equal Employment Opportunity (EEO) Employer No person is unlawfully excluded from employment opportunities based on sex, race, color, national origin, ethnicity, religious affiliation, disability, sexual orientation, gender identity or expression, age except by minimum age and retirement provisions, pregnancy, status as a family caregiver, parental status, marital status, military status or status as a veteran who was honorably discharged or who was discharged solely as a result of the person's sexual orientation or gender identity or expression, citizenship or immigration status, genetic information, or other protected class. However, to the extent that distinction or differential treatment on the basis of citizenship or immigration status is authorized by either federal or state law, regulation, or government contract, it is not an unfair practice. Our EEO policy applies to all employment actions, including but not limited to recruitment, hiring, selection for training, promotion, transfer, demotion, layoff, termination, rates of pay or other forms of compensation. #J-18808-Ljbffr King County