Human Resource Business Partner (HRC4)

Human Resource Business Partner (HRC4) At the Department of Commerce, we’re reimagining what’s possible in government. We’re builders, thinkers, and change-makers, working at the intersection of innovation, community, and impact. From unlocking critical funding to fueling inclusive economic growth, we’re turning big ideas into real-world solutions that uplift people and places. Our agency’s strength lies in the diversity of our workforce and the breadth of the lived experiences and perspectives employees bring to the work. We believe equity is not just a value but a practice, which is reflected in how we design programs, engage communities, and deliver outcomes. We foster a workplace culture where curiosity is encouraged, bold thinking is welcomed, and collaboration drives our impact. Let’s build what’s next, together. Human Resources Division The Human Resources Division has several main objectives, to minimize liability of unfair hiring practices for the agency, to assist the agency in supporting and developing a high performing workforce, to ensure the agency maintains agency compliance with federal and state employment laws, HR regulations, policies and practices, and the collective bargaining agreement and to develop and implement human resources practices and processes that promote equity and inclusion in the workplace. Human Resource Business Partner (HRBP) This position is the primary Human Resource Business Partner (HRBP) to assigned divisions and programs within Commerce. This position provides expert professional employee and labor relations guidance to assigned program areas. This is expert level HR consultation to executive management, managing directors, supervisors and employees in the areas of labor and employee relations, corrective and disciplinary action, organizational best practices, classification, compensation, workplace investigations, recruitment and selection, diversity, equity and inclusion, protected and accrued leave, and other personnel administration. This position assures customer service excellence and timely completion of duties and assignments that meet or exceed customer expectations, in alignment with the HR Service Level Agreement. HR Business Partner for Assigned Divisions As the expert level professional in human resource management and employee and labor relations, this position is a strategic business partner to the executives, managers and supervisors in assigned divisions for workforce planning, organizational development and employee performance. Provide advice, interpretation, and consultation regarding applicable human resource rules, regulations, policies and procedures in areas such as classification, organizational structure, compensation, performance management, disciplinary action, reasonable accommodation, recruitment and selection, FMLA, and L&I. Interpret and apply state and federal employment laws, civil service rules (Title 357 WAC), agency policies and procedures, and the WFSE collective bargaining agreement. Partners with assigned customer areas for ongoing evaluation of programs’ operational needs and priorities, making strategic, long term, recommendations to management. Responsibilities as a division HR Business Partner require application of knowledge and expertise to make decisions on complicated issues. These assignments often require proactive intervention and may have agency wide or precedent setting impact. Handle or oversee Commerce’s most sensitive, complex, or critical human resource issues. Maintain confidentiality while in the performance of assigned duties as appropriate. Meet with appointing authorities, managers, supervisors and employees to assess human resource needs. Plan, develop and implement strategies to promote effective employee relations and resolve problems based on policy and regulatory requirements, including using principles of equity, access and inclusion; provides advice and consultation that align with organizational values and ethics; consults on difficult, disappointing, or unpopular decisions; recuses self from actions with potential conflicts of interest. Conduct exit interviews, as requested, with employees as part of the agency’s off boarding process. Review position descriptions and allocate Commerce positions within the state’s job classification and compensation structure for Washington General Service. Review Washington Management Service (WMS) and Exempt Management Service (EMS) position descriptions and make recommendations to the hiring managers before the positions go through the Commerce WMS Banding Committee or State HR Director’s review process to classify the positions. Coordinate WMS/EMS position reviews with the HR Classification and Compensation Manager. Analyze organizational structure of divisions, units, sections/teams and propose staffing configurations to enhance unit effectiveness as needed. Participate in planning and implementing new human resource programs, policies and procedures as needed. Supporting the organization’s strategic direction, and long-term goals, ensuring human resource strategies support business outcomes and identifying solutions for business needs, this includes recommending ways to improve human resource programs and practices to fill service gaps in requirements, and/or recommending process solutions. Effectively composing pre-disciplinary documents, disciplinary documents, expectation memos, draft correspondence and grievance responses as requested. Standard Operating Procedures & HR Resource Documents Identify, lead, develop, and update standard operating procedures for HR processes to include human resource manual, document standard operating procedures and service delivery standards. Coordinate with HR team members who have subject matter expertise. As an agency and office committed to process improvement, continuously look for opportunity to improve agency processes and procedures. Identify, lead, develop, and update HR Resource Documents for employees and/or supervisors. Coordinate with HR team members who have subject matter expertise in development. These HR Resource Documents and/or HR Supervisor Resource documents are often initiated at the request of customers and/or HR Managers. Provide training and explanations to supervisors on various HR topics. Makes recommendations on requests for exception to policy. Workplace Investigations & Complaint Response Under direction of the HR Business Services Manager, plan, develop, implement and direct matters involving workplace investigation techniques, strategies and agency education. Conducts fair, thorough and timely investigations on allegations of employee misconduct, harassment, discrimination or other high profile, systemic, and/or complex issues requiring investigation within Commerce as necessary. Gather facts and evidence for a complete investigation by researching records and other relevant files, gathering and preserving documentary evidence, obtaining witness statements, writing investigation reports, and analyzing and establishing proof of facts and evidence. Using effective communication techniques, skillfully interview complainants, the subject of the complaint, and other witnesses. Collect and objectively analyze the evidence as it relates to Commerce policies and procedures. Responsibilities include analysis of confidential and/or sensitive evidence from personal computers, laptops, tablets, servers, iPhones and other devices owned or leased by Commerce. Write investigative reports that clearly tell the story, based on credible evidence that will provide executive managers and supervisors’ information to make decisions concerning the validity and disposition of the allegations. When applicable, consult with Appointing Authorities, HR Business Services Manager and assigned Labor and Personnel Division (LPD), Assistant Attorney General (AAG) to discuss areas of risk and potential resolution, and/or to identify trends. Maintain the highest level of confidentiality and protect confidential information, sharing information with others only on a "need-to-know" basis. Maintain the highest level of ethics, integrity, confidentiality, and compliance with Washington State laws and Department policies. Required Position Qualifications Seven (7) years of combined experience and/or education as described below: Experience Advising and consulting on human resource issues related to organizational development and change of programs’ operational needs and priorities. Developing and facilitating technical HR training to managers and supervisors. Researching, and providing, expert-based solutions to solve customer needs adhering to human resource rules, regulations, agency policies and procedures, and the WFSE collective bargaining agreement. Providing HR expert-level interpretation, explanation, and consultation regarding personnel/payroll actions in accordance with governing Washington Administrative Codes (WAC’s), Revised Code of Washington (RCW’s), Collective Bargaining Agreements (CBA’s), and Policies and Procedures. Completing employee relations investigations and drafting investigative reports. Developing standard operating procedures for HR processes and procedures. Writing a variety of HR-related documents, distilling complex information into clear, concise, and well-structured content. Experience administering protected leave programs, including but not limited to, leave under the Family Medical Leave Act, Reasonable Accommodations under the Americans with Disabilities Act (ADA), Washington’s Paid Family Medical Leave (PFML) program and/or shared leave donation programs. Education Involves business, human resources, social or organizational behavioral sciences or related field. Qualifying education post High School or equivalent may be substituted year for year for experience. Examples of how to qualify (any combination) 7 years of experience 6 years of experience and one year of education 5 years of experience and two years of education 4 years of experience and three years of education 3 years of experience and four years of education 2 years of experience and five years of education 1 year of experience and six years of education Preferred/Desired Qualifications Professional Human Resource Certification or a Master’s Degree in one of the above fields. Certified Diversity Professional (CDP) Certified Diversity Executive (CDE) Certifications – PHR, SPHR, SHRM-CP, or SHRM-SCP. Required Position Competencies Ability to work with upset or difficult employees and maintain a calm demeanor. Ability to maintain employee confidentiality. Ability to work with employees, managers, executives and outside stakeholders. HR Consultation Skills – asking the right questions to help the manager/employee get to the solution. Clear and Effective Writing Skills – writing defensible letters and documents, coherent emails that are not misinterpreted. Being responsive to sensitive, significant and/or crisis-based events; using discretion to communicate critical information to employees at all levels of the agency. Facilitator – listens more than speaks, asks questions, helps steer conversations towards resolution. Customer Service Oriented – focused on meeting customer goals. Creative – thinks about alternative solutions. Improvement Oriented – looking to make things better than they currently are, not complacent. Intermediate skill level in the Microsoft Office suite of products including OneDrive, Teams, SharePoint, Excel, Word, Power Forms and Outlook. Ability to prioritize and effectively manage multiple tasks and deadlines. Ability to research complex HR-related data using multiple software programs and other resources. Ability to effectively deliver HR training and/or programs. Ability to take action to learn and grow. Ability to take action to meet the needs of others. Work from Anywhere in Washington State This position may be located anywhere within Washington State though occasional travel to a Commerce office building or in-state travel to attend events or meetings may be required. If selected, you will need to travel to pick up equipment and receive instruction. Many Commerce employees work remotely or have a hybrid schedule. This recruitment may be used to fill future vacancies over the next 60 days. Our Commitment to Equal Opportunity The Washington State Department of Commerce is an equal opportunity employer. We strive to create a working environment that includes and respects cultural, racial, ethnic, sexual orientation and gender identity diversity. Women, racial and ethnic minorities, persons of disability, persons over 40 years of age, veterans or people with military status, and people of all sexual orientations and gender identities are encouraged to apply. Persons needing accommodation in the application, testing, or interview process or this job announcement in an alternative format may email Human Resources at View email address on click.appcast.io. Applicants who are deaf or hard of hearing may call through the Washington Relay Service by dialing 7-1-1 or View phone number on click.appcast.io. Benefits medical and dental insurance benefits retirement and deferred compensation plans 11 paid holidays each year 14-25 vacation days per year (depending on length of employment) 8 hours of sick leave per month (if full time employed) bereavement leave an employee assistance program other benefits Please see the Benefits Tab for more details. #J-18808-Ljbffr State-of-Washington-Dept.-of-Commerc