Employee Relations/EEO Consultant

DHRM•Richmond, VA

About The Position

The Department of Motor Vehicles is seeking an experienced Employee Relations/EEO Consultant to provide employee-relations expertise across a large, geographically distributed agency workforce. The consultant will serve as an objective investigator, a trusted advisor to managers, and a strategic resource to leadership on fair and accountable workplace practices. The role handles a broad range of sensitive matters, including performance and misconduct issues, EEO complaints, employee grievances, and religious accommodations. In addition to managing individual cases, the consultant tracks complaint trends, advises leadership on practices to prevent prohibited conduct, and develops job aids, case scenarios, and reference materials that help supervisors apply policies correctly. The position requires sound judgment, detailed documentation, ethical decision-making, and the ability to manage competing priorities and deadlines in a demanding, high-stress environment.

Requirements

Knowledge of federal and state employment laws and regulations and the ability to apply them to employee-relations matters.
Knowledge of employee-relations principles and practices, including progressive discipline and addressing employee performance and misconduct issues.
Experience researching employment law and HR policy issues to support recommendations and decisions.
Experience advising and coaching managers and supervisors on applying HR policies and procedures to workplace issues.
Experience administering employee grievance or dispute-resolution processes, including tracking required timeframes.
Experience conducting workplace investigations, including gathering and analyzing evidence related to employee complaints and making objective findings.
Experience writing investigative reports, position statements responding to discrimination charges, and employment-related correspondence such as due-process and grievance correspondence.
Experience processing employee accommodation requests, including engaging in the interactive process, documenting decisions, and maintaining confidential records.
Knowledge of performance-management processes, including performance evaluations, performance-improvement requirements, and rating appeals.
Experience tracking and analyzing workplace complaint trends and recommending practices to leadership.
Experience developing job aids, reference materials, or case scenarios to help supervisors apply HR policies.
Experience handling high-conflict situations and guiding them to successful and productive conclusions.
Strong attention to detail and ethical decision-making.
Ability to work in a demanding, high-stress environment, manage competing priorities, and meet deadlines.

Nice To Haves

Familiarity with the Commonwealth of Virginia’s Standards of Conduct.
Familiarity with the Grievance Procedure Manual.
Familiarity with DHRM and DMV HR policies, including policies related to disciplinary and discharge actions and prohibited conduct.
Familiarity with DHRM Policy 1.40, including the Below Contributor re-evaluation and appeal process.
Knowledge of Title VII of the Civil Rights Act as it applies to religious accommodation.
Experience preparing EEOC position statements.
Professional human resources certification, such as SPHR, SHRM-CP, or SHRM-SCP.
Work experience with the Commonwealth of Virginia in employee relations or equal employment opportunity, including familiarity with the Commonwealth’s human resource systems, policies, and procedures.

Responsibilities

Research employment-law and HR-policy issues to support recommendations and decisions.
Advise and coach managers and supervisors on applying HR policies and procedures to workplace issues.
Administer employee grievance or dispute-resolution processes and track required timeframes.
Conduct workplace investigations by gathering and analyzing evidence and making objective findings.
Write investigative reports, position statements responding to discrimination charges, and employment-related correspondence, including due-process and grievance correspondence.
Process employee accommodation requests, including engaging in the interactive process, documenting decisions, and maintaining confidential records.
Track and analyze workplace complaint trends and recommend practices to leadership.
Develop job aids, reference materials, and case scenarios to help supervisors apply HR policies.
Address performance and misconduct matters, including progressive discipline and performance-management issues.
Handle high-conflict situations and guide them toward productive conclusions.