Employee Relations Consultant

Overview

Pacific Northwest National Laboratory's ( PNNL) Human Resources organization is comprised of over 100 committed professionals working to advance the interests of the lab and support scientific discovery and excellence. HR is engaged in a transformational journey to help PNNL meet its talent acquisition and retention goals through innovative benefits, compensation, learning, and workforce programs.

Responsibilities

The Human Resources directorate at PNNL is on a journey to strengthen and support the PNNL culture to deliver on mission. Human Resources supports mission by focusing on the following foundational pillars: 1) the whole PNNLer, 2. WE culture, 3) next-level leadership, and 4) learning and career pathways. PNNL is seeking an extraordinary individual to be an Employee Relations Consultant (ERC) Level 4. Working within the Human Resources organization of PNNL, the ERC plays a critical role in fostering a positive and compliant workplace by addressing and resolving employee concerns related to misconduct, performance, and workplace behavior. This role requires exceptional communication skills, with the ability to deliver high-quality written communications that concisely articulate information, solutions, and recommendations. The consultant manages investigations, provides performance coaching, and partners with leaders to ensure fair and consistent application of policies, all while maintaining strict confidentiality. The ERC demonstrates strong adaptability, judgment, and decision-making under time constraints, excelling in crisis management situations. They must be action-oriented and passionate about executing on big ideas. Leveraging advanced technology and data analytics, they identify workplace trends, address systemic issues, and design proactive strategies to mitigate risks and improve employee relations. The ERC will coach managers to enhance their people-leadership capabilities to cultivate a positive employee experience and foster an inclusive environment where everyone can thrive.

Key Responsibilities

Manage assigned employee-relations concerns promptly and thoroughly, including allegations of misconduct, harassment, unfair treatment, and performance issues. Conduct fact-finding and investigations; document findings; interpret relevant policies; and communicate clear, well-supported conclusions and recommendations.

Independently manage assigned casework from intake through resolution, bringing investigations to timely and definitive closure while ensuring a fair, consistent, and thorough process. Lead dispute-resolution processes and provide performance-related coaching to help foster a positive, respectful, and compliant work environment.

Advise employees and leaders on employee-relations matters, including setting expectations, performance improvement plans, and progressive discipline, ensuring consistency with organizational goals, policies, and applicable requirements. Collaborate with HR Strategic Partners, Legal, employees, and line managers to gather and assess relevant information and develop informed recommendations.

Collect, organize, and analyze qualitative and quantitative information from cases, interviews, surveys, and performance metrics using appropriate analytics tools. Identify trends, risk indicators, and root causes in employee-relations matters; develop actionable recommendations; and partner with leaders to implement strategies that address issues and reduce future risk.

Prepare regular reports for HR leadership and appropriate senior management on investigation outcomes, workplace trends, and emerging risk areas. Proactively engage managers to help mitigate risk and enhance the employee experience, including through guidance and training. Partner with the Employee Concerns Program Manager and Senior Investigator to analyze and improve people programs, policies, and practices in support of a positive work environment.

Stay current on relevant legal developments, regulations, and best practices, applying that knowledge to resolve current concerns and develop forward-looking, practical strategies for the evolving workforce. Build and maintain employee trust by ensuring concerns are handled fairly, respectfully, and consistently in keeping with PNNL’s values and culture.

Recommend improvements to strengthen fact-finding, investigative rigor, and employee-relations practices. Address PNNL's most pressing issues through people centered solutions. This method gathers HR input during policy development and emphasizes the significance of recruitment, talent management, compensation, succession planning, and corporate culture.

This position will have the flexibility to be hybrid with ~60% on-site in Richland, WA.

Qualifications

BS/BA and 7 years of progressively responsible experience in the HR profession, including employee relations, within a complex organization -OR- MS/MA or higher and 5 years of progressively responsible experience in the HR profession, including employee relations, within a complex organization Demonstrated experience or specialized training in conducting internal investigations, particularly sensitive or complex matters.

Preferred Qualifications

Foundational HR expertise in areas such as anti-harassment and anti-discrimination requirements, HR policy design and implementation, compensation, strategic initiatives, and generalist responsibilities. Strong public speaking and training skills (i.e., design and delivery) and excellent written and verbal communication skills.

Proven ability to handle confidential and sensitive information with discretion. Experience developing and launching programs that measurably improve employee engagement and the employee experience. Demonstrated ability to work with technology and ability to leverage new technology and tools to improve the employee relations function and overall employee experience.

Professional license and/or certification. Hazardous Working Conditions/Environment Not Applicable Testing Designated Position This is not a Testing Designated Position (TDP). About PNNL Pacific Northwest National Laboratory (PNNL) is a world-class research institution powered by a highly educated, diverse workforce committed to the values of Integrity, Creativity, Collaboration, Impact, and Courage.

Every year, scores of dynamic, driven people come to PNNL to work with renowned researchers on meaningful science, innovations and outcomes for the U.S. Department of Energy and other sponsors; here is your chance to be one of them! At PNNL, you will find an exciting research environment and excellent benefits including health insurance, and flexible work schedules.

PNNL is located in eastern Washington State—the dry side of Washington known for its stellar outdoor recreation and affordable cost of living. The Lab’s campus is only a 45-minute flight (or ~3 hour drive) from Seattle or Portland, and is serviced by the convenient PSC airport, connected to 8 major hubs. Commitment to Excellence and Equal Employment Opportunity Our laboratory is committed to fostering a work environment where all individuals are treated with fairness and respect while solving critical challenges in fundamental sciences, national security, and energy resiliency.

We are an Equal Employment Opportunity employer. Pacific Northwest National Laboratory (PNNL) is an Equal Opportunity Employer. PNNL considers all applicants for employment without regard to race, religion, color, sex, national origin, age, disability, genetic information (including family medical history), protected veteran status, and any other status or characteristic protected by federal, state, and/or local laws.

We are committed to providing reasonable accommodations for individuals with disabilities and disabled veterans in our job application procedures and in employment. If you need assistance or an accommodation due to a disability, contact us at [email protected] . Drug Free Workplace PNNL is committed to a drug-free workplace supported by Workplace Substance Abuse Program (WSAP) and complies with federal laws prohibiting the possession and use of illegal drugs.

If you are offered employment at PNNL, you must pass a drug test prior to commencing employment. PNNL complies with federal law regarding illegal drug use. Under federal law, marijuana remains an illegal drug. If you test positive for any illegal controlled substance, including marijuana, your offer of employment will be withdrawn.

Security, Credentialing, and Eligibility Requirements As a national laboratory, PNNL is responsible for adhering to the Homeland Security Presidential Directive 12 (HSPD-12) and Department of Energy (DOE) Order 473.1A, which require new employees to obtain and maintain a HSPD-12 Personal Identify Verification (PIV) Credential.

To obtain this credential, new employees must successfully complete the applicable tier of federal background investigation post hire and receive a favorable federal adjudication. The tier of federal background investigation will be determined by job duties and national security or public trust responsibilities associated with the job.

All tiers of investigation include a declaration of illegal drug activities, including use, supply, possession, or manufacture within the last 1 to 7 years (depending on the applicable tier of investigation). Illegal drug activities include marijuana and cannabis derivatives, which are still considered illegal under federal law, regardless of state laws.

For foreign national candidates: If you have not resided in the U.S. for three consecutive years, you are not eligible for the PIV credential and instead will need to obtain a favorable Local Site Specific Only (LSSO) Federal risk determination to maintain employment. Once you meet the three-year residency requirement thereafter, you will be required to obtain a PIV credential to maintain employment.

The tier of federal background investigation required to obtain the PIV credential will be determined by job duties at the time you become eligible for the PIV credential. Mandatory Requirements Please be aware that the Department of Energy (DOE) prohibits DOE employees and contractors from having any affiliation with the foreign government of a country DOE has identified as a “country of risk” without explicit approval by DOE and Battelle.

If you are offered a position at PNNL and currently have any affiliation with the government of one of these countries, you will be required to disclose this information and recuse yourself of that affiliation or receive approval from DOE and Battelle prior to your first day of employment. Rockstar Rewards Employees and their families are offered medical insurance, dental insurance, vision insurance, robust telehealth care options, several mental health benefits, free wellness coaching, health savings account, flexible spending accounts, basic life insurance, disability insurance*, employee assistance program, business travel insurance, tuition assistance, relocation, backup childcare, legal benefits, supplemental parental bonding leave, surrogacy and adoption assistance, and fertility support.

Employees are automatically enrolled in our company-funded pension plan* and may enroll in our 401 (k) savings plan with company match*. Employees may accrue up to 120 vacation hours per year and may receive ten paid holidays per year. * Research Associates excluded. **All benefits are dependent upon eligibility. Click Here For Rockstar Rewards Notice to Applicants PNNL lists the full pay range for the position in the job posting.

Starting pay is calculated from the minimum of the pay range and actual placement in the range is determined based on an individual’s relevant job-related skills, qualifications, and experience. This approach is applicable to all positions, with the exception of positions governed by collective bargaining agreements and certain limited-term positions which have specific pay rules.

As part of our commitment to fair compensation practices, we do not ask for or consider current or past salaries in making compensation offers at hire. Instead, our compensation offers are determined by the specific requirements of the position, prevailing market trends, applicable collective bargaining agreements, pay equity for the position type, and individual qualifications and skills relevant to the performance of the position.

Minimum Salary USD $117,900.00/Yr. Maximum Salary USD $182,600.00/Yr. The Human Resources directorate at PNNL is on a journey to strengthen and support the PNNL culture to deliver on mission. Human Resources supports mission by focusing on the following foundational pillars: 1) the whole PNNLer, 2. WE culture, 3) next-level leadership, and 4) learning and career pathways. PNNL is seeking an extraordinary individual to be an Employee Relations Consultant (ERC) Level 4. Working within the Human Resources organization of PNNL, the ERC plays a critical role in fostering a positive and compliant workplace by addressing and resolving employee concerns related to misconduct, performance, and workplace behavior. This role requires exceptional communication skills, with the ability to deliver high-quality written communications that concisely articulate information, solutions, and recommendations. The consultant manages investigations, provides performance coaching, and partners with leaders to ensure fair and consistent application of policies, all while maintaining strict confidentiality. The ERC demonstrates strong adaptability, judgment, and decision-making under time constraints, excelling in crisis management situations. They must be action-oriented and passionate about executing on big ideas. Leveraging advanced technology and data analytics, they identify workplace trends, address systemic issues, and design proactive strategies to mitigate risks and improve employee relations. The ERC will coach managers to enhance their people-leadership capabilities to cultivate a positive employee experience and foster an inclusive environment where everyone can thrive.

Key Responsibilities

Manage assigned employee-relations concerns promptly and thoroughly, including allegations of misconduct, harassment, unfair treatment, and performance issues. Conduct fact-finding and investigations; document findings; interpret relevant policies; and communicate clear, well-supported conclusions and recommendations.

Independently manage assigned casework from intake through resolution, bringing investigations to timely and definitive closure while ensuring a fair, consistent, and thorough process. Lead dispute-resolution processes and provide performance-related coaching to help foster a positive, respectful, and compliant work environment.

Advise employees and leaders on employee-relations matters, including setting expectations, performance improvement plans, and progressive discipline, ensuring consistency with organizational goals, policies, and applicable requirements. Collaborate with HR Strategic Partners, Legal, employees, and line managers to gather and assess relevant information and develop informed recommendations.

Collect, organize, and analyze qualitative and quantitative information from cases, interviews, surveys, and performance metrics using appropriate analytics tools. Identify trends, risk indicators, and root causes in employee-relations matters; develop actionable recommendations; and partner with leaders to implement strategies that address issues and reduce future risk.

Prepare regular reports for HR leadership and appropriate senior management on investigation outcomes, workplace trends, and emerging risk areas. Proactively engage managers to help mitigate risk and enhance the employee experience, including through guidance and training. Partner with the Employee Concerns Program Manager and Senior Investigator to analyze and improve people programs, policies, and practices in support of a positive work environment.

Stay current on relevant legal developments, regulations, and best practices, applying that knowledge to resolve current concerns and develop forward-looking, practical strategies for the evolving workforce. Build and maintain employee trust by ensuring concerns are handled fairly, respectfully, and consistently in keeping with PNNL’s values and culture.

Recommend improvements to strengthen fact-finding, investigative rigor, and employee-relations practices. Address PNNL's most pressing issues through people centered solutions. This method gathers HR input during policy development and emphasizes the significance of recruitment, talent management, compensation, succession planning, and corporate culture.

This position will have the flexibility to be hybrid with ~60% on-site in Richland, WA.

Minimum Qualifications

BS/BA and 7 years of progressively responsible experience in the HR profession, including employee relations, within a complex organization -OR- MS/MA or higher and 5 years of progressively responsible experience in the HR profession, including employee relations, within a complex organization Demonstrated experience or specialized training in conducting internal investigations, particularly sensitive or complex matters.

Preferred Qualifications

Foundational HR expertise in areas such as anti-harassment and anti-discrimination requirements, HR policy design and implementation, compensation, strategic initiatives, and generalist responsibilities. Strong public speaking and training skills (i.e., design and delivery) and excellent written and verbal communication skills.

Proven ability to handle confidential and sensitive information with discretion. Experience developing and launching programs that measurably improve employee engagement and the employee experience. Demonstrated ability to work with technology and ability to leverage new technology and tools to improve the employee relations function and overall employee experience.

Professional license and/or certification.