Employee Relations Consultant

Pacific Northwest National Laboratory•Richland, WA

1d•Hybrid

About The Position

Pacific Northwest National Laboratory’s Human Resources organization supports the laboratory’s mission and scientific workforce. The Employee Relations Consultant (Level 4) fosters a positive and compliant workplace by addressing employee concerns involving misconduct, performance, and workplace behavior. The consultant manages investigations and casework, provides performance coaching, and partners with leaders to ensure fair and consistent application of policies while maintaining strict confidentiality. The role requires strong communication, judgment, adaptability, and decision-making under time constraints, including in crisis situations. The consultant uses technology and data analytics to identify workplace trends and systemic issues, recommend risk-mitigation strategies, and help managers strengthen people leadership and cultivate an inclusive employee experience. The position is hybrid, with approximately 60% on-site work in Richland, Washington. The minimum salary range is USD $117,900 per year to a maximum of USD $182,600 per year. Actual placement within the range depends on relevant skills, qualifications, and experience.

Requirements

Bachelor’s degree and 7 years of progressively responsible HR experience, including employee relations, within a complex organization; or a master’s degree or higher and 5 years of progressively responsible HR experience, including employee relations, within a complex organization.
Demonstrated experience or specialized training in conducting internal investigations, particularly sensitive or complex matters.

Nice To Haves

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, including training 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 leverage new technology and tools to improve the employee-relations function and overall employee experience.
Professional license and/or certification.

Responsibilities

Manage employee-relations concerns, including allegations of misconduct, harassment, unfair treatment, and performance issues; conduct fact-finding and investigations, document findings, interpret policies, and communicate supported conclusions and recommendations.
Independently manage assigned casework from intake through timely resolution, ensuring a fair, consistent, and thorough process.
Lead dispute-resolution processes and provide performance-related coaching.
Advise employees and leaders on employee-relations matters, expectations, performance improvement plans, and progressive discipline.
Collaborate with HR Strategic Partners, Legal, employees, and line managers to gather and assess information and develop 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; recommend actions and partner with leaders to address issues and reduce future risk.
Prepare regular reports for HR leadership and appropriate senior management on investigation outcomes, workplace trends, and emerging risks.
Proactively engage and guide managers to mitigate risk and enhance the employee experience, including through training.
Partner with the Employee Concerns Program Manager and Senior Investigator to analyze and improve people programs, policies, and practices.
Stay current on relevant legal developments, regulations, and best practices and apply that knowledge to current concerns and practical strategies.
Build employee trust by handling concerns fairly, respectfully, and consistently, and recommend improvements to fact-finding, investigative rigor, and employee-relations practices.
Address organizational issues through people-centered solutions and contribute HR input to policy development concerning recruitment, talent management, compensation, succession planning, and corporate culture.