Employee Success Consultant

Idaho National Laboratory•Idaho Falls, ID

5d•Onsite

About The Position

As an Employee Success Consultant at Idaho National Laboratory, you will help build the next generation of innovators who advance U.S. leadership in nuclear energy and transformative technologies. You will serve as a trusted partner in creating holistic employee experiences by addressing workplace concerns, ensuring fair treatment, and enabling professional growth. The role advances employee success by aligning individual achievements with organizational goals and supporting laboratory mission outcomes through employee growth and engagement. You will be a centralized contact for employees seeking support, guidance, workplace issue resolution, or help navigating complex workplace matters. You will conduct confidential inquiries and fact-finding, assess and triage requests, facilitate resolution conversations, mediate disputes, and advise on workplace concerns. You will partner with managers, Human Resources professionals, and other laboratory organizations to support performance and engagement, develop holistic solutions, and recommend preventative policies and development strategies based on trends in employee concerns. The position calls for familiarity with employment laws and regulations, union contract interpretation, grievance procedures, mediation, investigations, and risk assessment. Success is measured by employee trust and engagement, timely conflict resolution, employee performance and career progression, retention, and organizational enhancements informed by employee feedback and data. The role is onsite at Idaho National Laboratory facilities in Idaho Falls and follows a 9x80 work schedule with every other Friday off. It reports to the Director of HR Operations.

Requirements

Bachelor’s degree from an accredited institution with a focus in HR, Business, Employment Law, Legal Studies, or a related field and 14 years of relevant experience; or a master’s degree and 8 years of experience; or a J.D. or Ph.D. and 6 years of experience.
Strong knowledge of state and federal employment laws, including ADA, FMLA, and EEOC regulations, and their application.
Extensive experience conducting workplace investigations, including investigations of discrimination, harassment, and retaliation complaints.
Ability to translate legal and regulatory requirements into accessible guidance for managers.
Experience conducting risk assessments and proposing mitigation strategies.
Skill in identifying trends in workplace issues through data analysis and recommending systemic solutions.
Demonstrated discretion in handling sensitive and confidential matters.
Sound judgment in ambiguous situations involving competing interests.
Excellent verbal, presentation, listening, and written communication skills.
Experience interpreting union contracts and grievance procedures.
Robust experience in complex mediations.
Considerable understanding of FMLA and ADA laws and requirements.
Ability to build trust across varied employee groups and management levels.
Conflict-resolution and de-escalation skills in high-stakes situations.
Experience coaching managers through difficult employee situations.
Ability to balance employee advocacy with organizational needs and legal compliance.
Ability to create cohesive team environments, promote commitment, and nurture positive team spirit.
Resilience and composure under pressure.
Self-motivation and results orientation, with the ability to manage multiple tasks in a deadline-driven environment.

Nice To Haves

Advanced degree from an accredited institution in HR, Business, Employment Law, or a related field.
Certification in mediation, conflict resolution, or HR disciplines, such as SHRM-CP/SCP or PHR/SPHR.
Advanced experience with data analysis tools for employee metrics.
Previous experience facilitating large-scale training sessions or workshops.
Familiarity with organizational change management principles.

Responsibilities

Serve as a centralized point of contact for employees seeking support, guidance, workplace issue resolution, or help navigating complex workplace situations, including accommodations, leaves, and personnel matters.
Conduct confidential inquiry conversations to understand employees’ challenges, development opportunities, and career questions.
Triage requests and determine an appropriate level of support, from coaching and referrals to formal fact-finding.
Maintain accessible communication channels and create a welcoming environment for employees seeking assistance.
Facilitate open communication between employees and leadership by addressing concerns, workplace challenges, and systemic issues.
Conduct confidential fact-finding and information gathering concerning conflicts, fair-treatment concerns, and workplace challenges.
Facilitate resolution conversations and mediate disputes to restore positive working relationships.
Analyze organizational policies and practices for fairness, consistency, and legal compliance.
Collaborate with managers to optimize employee performance and engagement and support the laboratory mission.
Partner with Human Resources professionals and other laboratory organizations to develop holistic solutions for employees and the laboratory.
Identify patterns in employee challenges and recommend preventative policies and proactive development solutions.
Develop strategies such as training needs based on trend analysis and conflict-resolution discussions.
Balance individual employee needs with organizational objectives and legal requirements.
Build trust through confidential consultation while maintaining transparency about organizational realities.
Work with appropriate independence to maintain objectivity while collaborating with leadership and management.
Translate complex legal and regulatory requirements into accessible guidance for managers.
Conduct risk assessments and provide mitigation strategies.
Work with data analysts to identify trends in employee relations issues and recommend systemic solutions.
Develop executive reports and decision documents.
Support success metrics including employee trust and engagement, timely resolution of concerns, employee performance and career progression, retention, and organizational enhancements based on employee feedback and data analysis.