See Human Resource Consultant Assistant 1

Serves as senior level human resource consultant/advisor to management and staff regarding complex issues that frequently impact organizational operations and planning. Independently performs professional level human resource assignments in one or more areas of the human resource function such as classification, compensation, benefits, recruitment and selection, internal agency diversity, equity, inclusion and equal employment opportunity, reasonable accommodation, training, organizational development, human resource information systems and/or labor relations. Positions work to mitigate organizational risk while advocating for both business and employee interests.

Under general direction, independently provides administrative direction and counsel to assigned agency divisions, regions, customers, or customer groups regarding a broad range of human resource management issues which require the application of professional judgment in the analysis of complex human resource and operational relationships. Responsibilities include resolving complex human resource issues having long-range and broad potential impact. Analyzes, evaluates and presents recommendations regarding multidimensional issues and implements process solutions. Issues may involve competing interests, multiple clients, conflicting rules or practices, considering a range of possible solutions or other elements that contribute to complexity. Works to mitigate bias in the application of human resource and business programs.

Develops and applies human resource activities that promote equity and inclusion; demonstrates understanding of and models respectful behavior for cultural differences in the workplace; recognizes personal biases and consults with others to identify and understand their biases;

Provides advice, interpretation and counsel to agency management and others regarding human resource rules, regulations, policies and procedures in areas such as classification, compensation, performance management, grievance resolution, reasonable accommodation, internal agency diversity, equity, inclusion, equal employment opportunity, organizational development, human resource information systems and layoff; identifies and communicates potential areas of risk and non-compliance to management;

Enters or oversees entry and integrity of workforce data; applies quality assurance audits; maintains knowledge of data collection and human resource metrics; identifies sources of relevant data for solving organizational problems; uses data to consult with management and supervisors and inform business decisions and recommendations;

Meets with administrators, supervisors and employees to assess human resource needs; develops working relationships with customer groups; plans, develops and implements strategies to promote effective client relations and to resolve problems; applies process, policy, and regulatory requirements using principles of equity, access, and inclusion; recuses self from actions with potential conflicts of interest;

Understands compliance provisions of protected leave; processes or oversees processing of protected leave requests;

Intakes and processes requests for reasonable accommodation for disability and/or religious bases; actively consults with employee and management; determines barriers to performing essential functions and identifies or works with higher-level consultant to identify potential accommodation solutions;

Analyzes, proposes and drafts classifications and salary recommendations; reviews and allocates positions using employee-neutral criteria such as job duties and levels of responsibility; assists management with salary setting applying equal pay considerations; ensures criteria is applied consistently and equitably across the workforce; represents the agency in allocation appeals;

Analyzes organizational structure of customer units; develops and proposes alternative staffing configurations to enhance unit effectiveness; performs ongoing evaluation of organizations and programs for operational needs and priorities with strategic and long-term recommendations to management;

Understands talent needs of organization; employs strategies for sourcing, recruiting and evaluating qualified applicants; oversees and utilizes computerized systematic programs for talent acquisition activities; may participate in employee orientation or onboarding;

Investigates, prepares documentation and recommends position on grievances, complaints and appeals; serves as representative in a variety of appeal or adjudicative forums; investigates complaints of hostile workplace and other issues and recommends corrective action; intakes complaints of harassment, discrimination and/or failure to accommodate and may investigate or refer to higher-level staff for investigation;

Responds to cases of reasonable suspicion under guidance of higher-level staff and management; documents files, tracks employee compliance and monitoring;

Processes workplace safety and/or health related incidents and injuries; monitors and ensures accurate reporting; updates employee medical/health files; communicates critical information to injured employee, management and other third-party providers;

Helps to mediate conflict in the workplace; facilitates difficult interactions amongst employees and management; refers to a higher-level human resource consultant when needed; documents formal outcomes;

Participates in the collective bargaining process; applies understanding of needs and interests of all parties in negotiation discussions; identifies and recommends ideal solutions; adheres to bargaining-related process, laws and regulations; ensures equal access to changes in policy or labor agreements;

Develops and conducts presentations, training programs and workshops regarding human resource functions, management practices, rules or procedures; communicates mandatory training requirements; maintains human resource training and/or performance management systems; assists with development of training and/or performance management policies; ensures resources and training opportunities are accessible and deployed consistently and equitably throughout the workforce;

Communicates human resource programs, practices and policies to both human resource and non-human resource employees; supports human resource and organizational initiatives; aligns human resource strategies with overall goals of the organization; understands relationship between human resource and agency core business functions;

Researches and analyzes proposed or pending changes in requirements, rules, laws, policies, collective bargaining agreements and program elements to determine impact on unit or organizational operations and human resource business functions; participates in planning and implementing new human resource programs, policies and procedures; recommends actions to assist in implementation of those changes; applies principles of equity, access and inclusion in determining how those procedures will deploy fairly and consistently throughout the workforce; reviews, approves, or makes recommendations on requests for exceptions to policy;

Works with management to identify change management initiatives; offers human resource solutions for business needs; recommends ways to improve human resource programs or practices to fill service gaps in business requirements;

Participates in and/or coordinates special projects, committees or task forces;

Performs other duties as required;

May supervise or direct the work of support, technical, paraprofessional, or lower-level professional staff.

A Bachelor’s degree with focus on business, human resources, social or organizational behavioral sciences, or related field AND two years of professional human resource experience.


Equivalent education/experience.

New class, consolidates 2511 Human Resource Representative III, 19104 Human Resource Consultant 3; adopted May 10, 2007, effective July 1, 2007.
Base range salary adjustment adopted 6/13/2019, effective 7/1/2019.
Revised definition, distinguishing characteristics and typical work and salary adjustment; adopted June 22, 2023, effective July 1, 2023.

Revised Legal Requirements; effective June 6, 2024, due to adopted legislative action.