Human Resource Consultant 4 | Health Services

Salary: $5,501.00 - $8,170.00 Monthly
Location : Multiple Locations - Eastern Washington, WA
Job Type: Full Time - Permanent
Job Number: 2025-02449
Department: Dept. of Corrections
Division: EBSS - Human Resources
Opening Date: 04/02/2025
Closing Date: 4/16/2025 10:00 AM Pacific
Salary Information: The high end of the salary range, Step M is typically a longevity step

Description
Human Resource Consultant 4 | Health Services

Location: Airway Heights Corrections Center | Airway Heights, WA

Coyote Ridge Corrections Center | Connell, WA

Washington State Penitentiary | Walla Walla, WA

Salary Range: $6,077 - $8,170 Monthly
This position is eligible for telework after an initial training period. Work within one or more of the above listed facilities will be required.
The Washington State Department of Corrections is on a mission to improve public safety by positive changing lives. Throughout the agency, there are many opportunities to see this mission come to fruition, but an excellent option to see this mission come to fruition includes the opportunity to join the Health Services Human Resource team as a Human Resource Consultant 4 (HRC4). The HRC4 position will provide a dedicated and self-motivated team-player the opportunity to grow in their HR career while working with a strong and hardworking team.
The Department of Correction is a magnificent place to utilize your ability to supervise other Human Resource Consultants, provide guidance and support in HR related matters and handle day-to-day generalist HR matters. As the HRC4, you will support the Eastern Region Health Services team and be responsible for a wide array of duties to include being familiar with, and providing expert level consultation to stakeholders, with regards to Civil Service Rules, Collective Bargaining Agreements (CBAs), policies and procedures and other State and Federal laws.
This critical position will ensure Human Resources staff would be virtually met with a friendly and knowledgeable team member who can help facilitate and share best practices regarding a wide array of topics.
If you can see yourself adding value in a proactive leadership role, we encourage you to apply! A completed application packet will include:

• A detailed resume
• A cover letter regarding your interest for this position with our agency
• Three professional references

To broaden the candidate pool, this position could be filled by a candidate meeting the Human Resource Consultant 3 (HRC3) qualifications as an in-training position to a HRC4. To learn more about the qualifications of an HRC3, please see the "qualifications" section of the job posting.

Duties
We are looking for teammates who share our vision of public service, committed to an equitable and inclusive culture that fosters and inspires excellence, while promoting innovation, engagement, and safety, leading to better outcomes for our incarcerated population, our agency, and our community.
As a Human Resource Consultant 4 (HRC4), some of your duties will include:

• Provide consultation. advice, interpretation, guidance, and support to Appointing Authorities, management, supervisors, and staff on a variety of HR issues which could include:
  • Consulting with Appointing Authorities, management, supervisors, and staff regarding specific issues and provide recommendations for action
  • Interpret and provide clarification of Collective Bargaining Agreements (CBAs), Federal Laws, Washington Administrative Codes (WACs), and Revised Code of Washington (RCWs), DOC HR and Division/Facility specific personnel policies/procedures and other pertinent rules, regulations, and policies
  • Facilitate and share best practices for resolution to conflict and performance management issues
• Advise on organization staffing and development which could include:
  • Partnering with leadership on workforce planning initiatives, organizational design and staffing needs to include hiring and retention
  • Advise management and supervisors on performance management processes, succession planning and recognition initiatives
• Provide first-line supervision to Human Resource Consultant 1 staff
• Facilitate employee medical and occupational health matters for staff
• Special project and other duties as assigned

Qualifications
What we need (required qualifications):

• High School graduation or equivalent

AND

• Three years of broad-based professional human resources experience to include at least four or more of the following areas in an HR capacity (experience in the specified areas may be gained concurrently):
  • Interpretation and/or explanation of civil service rules and human resource related policies;
  • Corrective and disciplinary actions;
  • Classification;
  • Labor relations;
  • Developing or presenting training or orientation in human resource-related topics;
  • Employee recruitment and selection;
  • Representing the agency in grievances or appeals;
  • Workers compensation; or
  • Consulting and advising management on human resource issues.

AND

• Demonstrated competency in the following areas (competency may be gained through education, experience, or a combination thereof):
• Consulting: Provides advice on situations requiring immediate attention; exercises knowledge of human resource issues, leadership principles, and organizational behavior; exercises conflict resolution, proactive intervention, group facilitation, and contract and negotiation skills.
• Analysis and Problem Solving: Facilitates the problem solving process; anticipates problems; acts as a mediator, facilitating effective outcomes for all parties; influences new ways of thinking; understands work group concerns and problems; develops statistical or other data. Problems encountered are complex with potential broad impact.
• Communication and Interpersonal Interaction: Uses independent judgment during challenges. Presents complex ideas and information in a way that is understandable and appropriate for the audience; uses appropriate channels of communication; fosters effective working relationships among divergent groups by proposing solutions to resolve conflict; builds consensus.
• Customer Focus and Business Orientation: Understands customers' organization and mission and provides proactive guidance; exercises knowledge and understanding of processes and proposes efficiency changes; provides services related to diversity issues.
• Change Leadership: Assesses problems and proposes actions and resources needed to accomplish changes; supports organizational change by facilitating the implementation of appropriate change strategies; assists others in dealing with changes.
• Teamwork: Develops and leads or coaches teams using appropriate process planning to achieve goal; applies coaching principles and performance understanding and analysis.
• Research and Analysis: Researches and verifies information; identifies the type of information needed and where to obtain it; applies analytical skills to data and formulates a determination and recommendations; conducts investigations.
• Proficiency in MS Word and Outlook

College-level coursework from an accredited institution whose accreditation is recognized by the US Dept. of Education or the Council for Higher Education Accreditation or a foreign equivalent may substitute year for year for up to two years of experience. Note: 30 semester or 45 quarter credits is equal to one year.
What will make your application stand out (preferred qualifications):

• An Associate's or Bachelor's degree with focus on business, human resources, social or organizational behavioral sciences, or related field from an accredited institution whose accreditation is recognized by the US Dept. of Education or the Council for Higher Education Accreditation (CHEA) or a foreign equivalent
• Two years of professional-level human resource experience including assessing and facilitating solutions for human resource problems and issues
• Six months or more experience using NEOGOV and HRMS
• S/PHR or IMPA-HR certification
• SHRM-CP or SHRM-SCP certification

This position may be filled with a six month to one year in-training plan from HR Consultant 3 to the goal class of HR Consultant 4.
HRC3 Pay Scale: $5,501 - $7400 Monthly
HRC 3 Required Qualifications:

• High school graduation or equivalent;

AND

• Two years of broad-based professional or three years paraprofessional human resources experience to include at least four (4) or more of the following areas in an HR capacity (experience in the specified areas may be gained concurrently):
  • Interpretation and/or explanation of civil service rules and human resource related policies;
  • Corrective and disciplinary actions;
  • Classification;
  • Labor relations;
  • Developing or presenting training or orientation in human resource-related topics;
  • Employee recruitment and selection;
  • Representing the agency in grievances or appeals;
  • Workers compensation; or
  • Consulting and advising management on human resource issues.

College-level coursework from an accredited institution whose accreditation is recognized by the US Dept. of Education or the Council for Higher Education Accreditation or a foreign equivalent may substitute year for year for up to two years of experience. Note: 30 semester or 45 quarter credits is equal to one year.
Under close supervision from the HR Manager, through on-the-job training, the employee will:

• Develop skills in working independently within established guidelines. Obtain specialized knowledge and use independent judgment in resolving technical problems and interpreting and applying established human resource rules, policies, and regulations, or procedures. Able to explain human resource policies, procedures, and programs to employees, managers, the public, and others.
• Be able to interpret rules and policies to direct appointment (HRMS) actions. This will include gaining an understanding of complex payroll functions such salary calculations, understanding scheduling/timekeeping regulations including overtime, comp. time, shift differential, holiday pay, leave and notice requirements. Learn to provide guidance to others in applying human resource programs, completing requests for personnel actions, benefits, etc. Provide training for other human resources staff on such related topics.
• Build knowledge and skills at the professional level related to classification, compensation, recruitment, selection, affirmative action, diversity, staff training, and career counseling. Will also build skills and knowledge on representing an organization in appeals or grievances, conducting labor negotiations, mediation or arbitrations, representing the DOC at unemployment appeals hearings, interpretation and application of laws, rules, policies, and procedures, and other personnel services.
• Become familiar with the performance evaluation process including procedure and content and advise managers and supervisors accordingly.
• Expand proficiency level in local bargaining unit guidelines to include bid system, seniority and layoff process, the Washington State shared leave program, Family and Medical Leave, L&I claims management, reasonable accommodation, and recruitment and selection processes.
• Learn to analyze and present facts for the purposes of substantiating or dismissing allegations regarding employee misconduct. Provide advice and guidance to managers regarding the corrective and/or disciplinary action process (Just Cause). This includes understanding investigations, assisting and advising supervisors/ managers and drafting pre-disciplinary and disciplinary letters.
• Learn the Position Description form and position action processes, including position establishment and reallocations; ensuring proper allocations and conducting desk audits.
• Understand the grievance procedure to include assisting in drafting grievance responses and Grievance Resolution Panel presentations.
• Formal Training to be completed prior to or during the in-training period if available and funds allow:
  • Supervision and Leadership
  • Effective Writing Skills
  • Just Cause - Investigator Training

At the end of the training period, the candidate will be proficient in the above and demonstrate competency in the areas required of an HRC4 candidate.
Evaluations of knowledge, skills and abilities of the incumbent will be conducted at six and 12 months during the HRC3 level. At the end of the 12-month in-training plan, the HRC3 will progress to an HRC4 and will serve a six-month trial service. During the trial service period, the incumbent will be evaluated at four months for performance to ensure appropriate skill level, knowledge and abilities are demonstrated.

Supplemental Information
Vision: Working together for safer communities.

Mission: Improving public safety by positively changing lives.

Our Commitment: To operate a safe and humane corrections system and partner with others to transform lives for a better Washington.
DOC is an equal opportunity employer and does not discriminate on the basis of race, creed, color, national origin, sex, marital status, sexual orientation, gender identity, gender expression, age, honorably discharged veteran, veteran status, genetic information, or the presence of any sensory, mental or physical disability or the use of a trained guide dog or service animal by a person with a disability.
IMPORTANT NOTES:

• This recruitment may be utilized to fill more than one position.
• Please include a minimum of three (3) professional references with your application. A professional reference is defined as an individual who has been paid to supervise your work and can attest to your work performance, technical skills, and job competencies. If you do not have any or sufficient professional references, please include non-related professionals, such as educators or other professional associates.
  **Please note: Phone number AND email address are required for all professional references.
• A background check including criminal record history will be conducted prior to a new hire. Information from the background check will not necessarily preclude employment but will be considered in determining the applicant's suitability and competence to perform in the position.
• Employees may work directly with or near incarcerated individuals in a potentially hazardous setting. Please consider this when deciding whether to apply.
• We are committed to maintaining a drug and alcohol-free work environment, and our employees are expected to comply with all state and federal laws. A pre-employment drug test may be administered as part of the selection process, and applicants who test positive for any controlled substances, will be disqualified from consideration.
• Oleoresin Capsicum (OC) is an aerosol pepper spray made available as a means of self-defense and/or de-escalation. Applicants with sensitivities or allergies are encouraged to ask about the level of exposure they could expect in this position.
• Animal care projects are a common component of most Washington State prisons, including dog and cat programs. Applicants with animal sensitivities or allergies are encouraged to ask about the level of exposure they could expect in this position.
• Tuberculosis (TB) is a priority health issue for DOC employees. The successful candidate may be required to provide valid proof of a baseline TB skin test within 60 days from the date of hire. When positive tests result, further information, testing and treatment will also be required. Employment is not contingent upon test results.
• Foreign equivalent degrees awarded outside the United States must have a credential evaluation report attached to your application. You may request the required evaluation/documentation from and Until this documentation is provided, you will not be selected to move forward in the hiring process.
• DOC complies with the employment eligibility verification requirements for the federal employment eligibility verification form I-9. The selected candidate must be able to provide proof of identity and eligibility to work in the United States consistent with the requirements of that form.
• DOC does not use E-Verify; therefore, we are not eligible to extend STEM-Optional Practice Training (OPT). For information, please visit

Telework Details

This position may be allocated for telework. Work may be performed from your home or another offsite location within the state of Washington using a reliable internet or cellular hotspot service at that time. Employees are expected to perform assigned duties in a safe manner, to take proper care all state-issued equipment, and maintain confidentiality of all information in possession while working offsite. Employees will be required to commute to a Department of Corrections facility or field office as business requires, to potentially include components of the onboarding process. Some offices will have a "drop in" area available, however, a dedicated workspace within a DOC facility will not be provided.
What We Offer:

As an employee of the Department of Corrections, your work-life integration is a priority. Washington State employees are offered one of the most inclusive and competitive benefits packages in the nation. Besides comprehensive family insurance for medical, dental, and vision, these perks also may include:

• Remote/telework/flexible schedules (depending on position)
• Up to 25 paid vacations days a year
• 8 hours of paid sick leave per month
• 12 paid holidays a year
• Generous retirement plan
• Flex Spending Accounts
• Dependent Care Assistance
• Deferred Compensation and so much more!

PERS: 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 ' web site.
For questions about this recruitment, or to request reasonable accommodation in the application process, please email mackenzie.conley@doc1.wa.gov or call us at 509-630-9160. For TTY service, please call the Washington Relay Service at 7-1-1 or 1-800-833-6388.
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. That's 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 (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 (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 , 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, are entitled to three (3) 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

Family and Medical Leave Act (FMLA)
Leave Without Pay

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

Updated 12-31-2022
01

Are you a current DOC employee?

• Yes
• No

02

Please indicate your highest level of education:

• High school diploma or equivalent
• Associates degree
• Bachelors degree
• Masters degree or higher

03

If you have a degree obtained outside of the United States, have you included a foreign credential evaluation report with your application? (You may request the required evaluation/documentation from www.wes.org and www.aice-eval.org)

• Yes
• No
• NA

04

Please indicate how many years of broad-based professional human resources experience?

• I do not have this experience
• I have one year of this experience
• I have two years of this experience
• I have three+ years of this experience

05

Please indicate all of the knowledge, skills and/or abilities you have (select all that apply):

• Interpretation and/or explanation of civil service rules and human resource related policies
• Corrective and disciplinary actions
• Classification
• Labor relations
• Developing or presenting training or orientation in human resource-related topics
• Employee recruitment and selection
• Representing the agency in grievances or appeals
• Workers' compensation
• Consulting and advising management on human resource issues
• I do not possess any of these knowledge, skills, and/or abilities

06

Which one of the following best describes your highest level of Microsoft Outlook skills? (To qualify for the Intermediate level, you must also be able to perform the functions at the Basic level; to qualify for the Advanced level, you must also be able to perform the functions at Basic and Intermediate levels; to qualify for the Expert level, you must also be able to perform the functions at the Basic, Intermediate, and Advanced levels.))

• I do not have enough skills to meet the definition of the Basic level below
• BASIC: Compose email messages; send and respond to messages; organize email into folders; create contact information; schedule appointments; schedule meetings, manage tasks and notes
• INTERMEDIATE: Set calendar options; sort, find and filter messages; create distribution lists; share and delegate folder access; customize toolbar, menu bar, quick access tool bar and the To-DO bar; customize message options; use the journal entry to track and record; assign, reply and track tasks; create public folders and send and post information
• ADVANCED: Personalize with stationary and themes; create signatures; configure email security settings; group items and create search folders; apply conditional formatting; manage data files; create mail merge using contacts; archive messages
• EXPERT: Able to use and train others in all Outlook functions listed above

07

Which one of the following best describes your highest level of Microsoft Word skills? (To qualify for the Intermediate level, you must also be able to perform the functions at the Basic level; to qualify for the Advanced level, you must also be able to perform the functions at Basic and Intermediate levels; to qualify for the Expert level, you must also be able to perform the functions at the Basic, Intermediate, and Advanced levels.))

• I do not have enough skills to meet the definition of the Basic level below
• BASIC: Create, save, preview and print a basic document; edit selected text; change font appearance; highlight text; format paragraphs with tabs, borders, shading and styles; page setup, use auto correct
• INTERMEDIATE: Insert graphic objects and visual effects to a document; add tables to a document or convert tables to text; add watermarks, borders, headers and footers; use the word look up (thesaurus, dictionary); customize tables and charts; modify pictures in document; create customized graphic elements; use templates
• ADVANCED: Insert content using quick parts; control text flow; perform mail merge function; uses macros for tasks; insert cover pages and table of contents; track changes and comments; insert bookmarks, footnotes and endnotes; add hyperlinks; cross-references and citations; link documents to excel worksheets; send document to PowerPoint; merge documents; redaction function; hide text; add digital signature, restrict access and use passwords; create, protect and automate forms
• EXPERT: Able to use and train others in all Word functions listed above

08

Please select all of the knowledge, skills, and/or certifications that you possess:

• Two years of professional-level human resource experience including assessing and facilitating solutions for human resource problems and issues
• Six months or more experience using NEOGOV and HRMS
• S/PHR or IMPA-HR certification
• SHRM-CP or SHRM-SCP certification
• I do not possess any of the knowledge skills, and abilities listed above

09

Please indicate all facilities in which you can commit to working on site for a minimum of two days per week:

• Airway Heights Corrections Center | Airway Heights, WA
• Coyote Ridge Corrections Center | Connell, WA
• Washington State Penitentiary | Walla Walla, WA
• I cannot commit to working in any of the above facilities a minimum of two days per week

10

How did you hear about this opportunity?

• Careers.wa.gov; jobs.doc.wa.gov; or governmentjobs.com
• Indeed
• DOC social media (Facebook, LinkedIn, Twitter)
• Job/career fair
• Job boards (Monster. ZipRecruiter, GlassDoor, CareerBuilder)
• WorkSource
• Veteran outreach
• Referral from current DOC employee
• Other

11

If hired for this position, do you currently possess required documents to allow you to legally work within the United States? (The below link lists acceptable documents: https://www.uscis.gov/i-9-central/form-i-9-acceptable-documents)

• Yes
• No

12

If hired for this position, will you require employer sponsorship, either now or in the future?

• Yes
• No

Required Question