L&I Internal Investigations and Class. & Comp. Manager

State of Washington•Tumwater, WA

33d•Hybrid

About The Position

The Office of Human Resources (OHR) is looking for an HR Manager to lead the Classification and Compensation (Class and Comp) and the Internal Investigations program within the division. If objectivity and integrity are among your strongest values, and you're good at unraveling mysteries by analyzing clues, this gig could be for you. Class and Comp is your opportunity to use a focus on transparency and accountability to administer job classes and wages. The investigations program conducts fair and impartial analysis to find the facts in a variety of situations. Come join our team in this crucial role. At L&I, there are nine programs in OHR: Administration/Personnel; Payroll; Labor Relations; Talent Management, Inclusion/Learning/Development, Classification and Compensation, Investigations, Information Technology, and Organizational Development and Engagement. Managers for each program report to the Assistant Director for the Office of Human Resources. Job Highlights The HR Manager reports directly to the Assistant Director of the Office of Human Resources and supervises three (3) Management Analyst 5 (Classification and Compensation analysts) and two (2) WMS Band 1 Internal Investigators. This position operates agencywide, providing advice and consultation to the Extended Management Team (EMT), Leadership Team (LT), and Executive Leadership Team (LT3). The position is responsible for routine interactions with the Attorney General's Office, State Auditor's Office, the Executive Ethics Board, Equal Employment Opportunity Commission, and Washington State Human Rights Commission. The position serves as a focal point and clearing house for advice, consultation, program design, policy development, and resolution of highly sensitive issues. Develops and implements short and long-term strategic goals, objectives, and direction for programs to improve the integrity of OHR systems and processes. The position provides professional consultation, coaching, motivation, and problem solving to resolve complex and sometimes controversial issues that have the potential for occasional unavoidable unintended consequences. The position is accountable for ensuring the appropriate allocation of all agency positions to job classifications in the Washington State Classification System Washington General Service, Washington Management Services (WMS), and Exempt Management Service (EMS). The position is responsible for the development and implementation of agencywide classification and compensation packages as well as changes to the State Classification System by the Office of Financial Management and Legislature and also for establishing clear and consistent classification and compensation standards for the agency that comply with policy, the Collective Bargaining Agreement (CBA) Washington Administrative Code (WAC), and Revised Code of Washington (RCW). This position investigates actions or causes them to be executed; conducts or coordinates internal investigative activities; serves as a liaison when working with external investigative agencies including state and federal EEO enforcement agencies and law enforcement; reports, reviews, and responds to complaints and notices of violation; and develops and presents training on ethics. The position is liaison to and negotiates with external state and federal agencies on behalf of the agency regarding risk mitigation, and dispute and complaint resolution. The position serves as the agency spokesperson to state and federal regulatory agencies including the U.S. Equal Employment Opportunity Commission, U.S. Department of Justice, U.S. Department of Labor, Washington State Human Right Commission, Washington State Auditor's Office, and the Washington State Executive Ethics Board. The position serves as the agency Ethics Advisor, acting as the agency liaison between L&I and the Executive Ethics Board (EEB). The position manages the conflict-of-interest process, supervisor training, and new employee orientation ethics training. The position is responsible for all EEB Employer Responses to the EEB and provides sound and well thought out mitigation strategies to leadership and employees to avoid potential ethics enforcement actions.

Requirements

Equivalent combination of education listed below and experience totaling nine (9) years.
A bachelor's degree or higher involving major study in human resources management, business administration, or related field plus five (5) years progressively responsible professional human resource generalist experience including investigating and/or responding to complaints filed with federal and state agencies as well as experience in state classification and compensation.
Must demonstrate the ability to analyze, interpret, and apply Washington State Civil Services rules, RCWs, WAC, federal and state guidelines, organizational policies and procedures, and collective bargaining agreements.
Demonstrated competency at using strong analytical skills in solving problems and implementing solutions.
Demonstrated ability to engage a wide variety of stakeholders at all levels to build a business case for implementation of a solution or change.
Additional two (2) years of experience that may be concurrent with professional human resource generalist experience consulting and analyzing conflict of interest issues, and making recommendations/mitigation strategies related to the Ethics in Public Service Act.
The person in the position is required to adhere to all agency core competencies and leadership competencies.
Expert knowledge of current state and federal statute, regulations, and administrative and case law regarding labor, personnel, civil rights and ethics. Experience interpreting and applying contracts, rules, and statutes.
A strong sense of integrity and ethical behavior, and ability to act as a role model for this type of behavior. Accessibility, neutrality, and the ability to balance a high-level of integrity with a humble open mind to flexibility.
Advanced knowledge of just cause standards and due process steps; investigations, evidence and reporting; Washington Public Disclosure laws and requirements.
Advanced knowledge of RCW 42.52, Ethics in Public Service Act.
Exceptional writing skills, providing clear and concise responses to complaints.
Expert knowledge of risk management principles and tort liability concepts.
Mastery of mediation, negotiations, and alternative dispute resolution principles and methods.
Applied principles of group facilitation and interpersonal and group relationships and communications.
Ability to manage multiple projects and critical liability issues and effectively re-prioritize as needed to respond to changing circumstances.
Skilled in early detection and assessment of potential HR liability issues; provide timely and effective consultation and intervention services.

Nice To Haves

Additional experience making clear and concise presentations (including training) to large groups of diverse people from all levels of the organization. Demonstrated experience submitting classification proposals to OFM/SHR and participating in HR Director Review and/or PRB hearings.
Senior Professional in Human Resource Management, Professional in Human Resource Management, certification or equivalent.
Specialized training such as ITPS and knowledge of WA State and Federal Overtime guidance and regulations.
Experience developing and implementing classification and compensation proposals.
Demonstrated experience effectively leading, coaching, and advising staff of human resource professionals.

Responsibilities

Provides expert professional advice, guidance and counsel to supervisors, managers, appointing authorities and HR staff.
Manages the agency's statewide classification and compensation programs to ensure appropriate allocations and compensation, consistency, equity and effectiveness.
Represents and speaks for L&I to the Office of Financial Management/State Human Resources (OFM/SHR), Labor Relations and Personnel Resources Board (PRB).
Provides interpretation of relevant RCW's, WAC's, collective bargaining agreements, and L&I policies and guidelines.
Manages the Position Review Request process, overtime eligibility, and risk classification determinations.
Leads the development and implementation of classification and compensation package proposals.
Manages the agency's WMS/EMS compensation and banding process, including determining inclusion or exclusion, coordinating WMS/EMS subcommittee meetings and outcome, performs analysis and makes salary recommendations, and reviewing agency salaries for alignment and internal equity.
Develops, updates, and maintains classification and compensation policies and procedures, ensuring compliance.
Oversees the agency's Information Technology Professional structure (ITPS), as the OHR Manager representative on the ITPS evaluation committee, and ensures accurate entry to the state's ITPS online tool.
Provides expert advice and consultation to the Executive Management Team (EMT), Leadership Team (LT) and agency supervisors and managers.
Independently manages the internal investigation program including program design and policy development, conducts investigations into issues of the highest sensitivity.
Assists the agency with strategies to mitigate loss/risk.
The position is the agency's Ethics Advisor and the Agency Liaison to the Executive Ethics Board.
The position is the liaison between the State Auditor's Office (SAO) whistleblower program, L&I Internal Audit program, and OHR with responsibility to provide evidence, documentation, coordination, and assistance during SAO investigations.
The position is the agency's liaison with the Attorney General's Office regarding Tort Claim and Lawsuit process, with responsibility to provide evidence, documentation, coordination, and general assistance.
Provides expert professional advice, guidance, and counsel to supervisors, managers, appointing authorities, HR staff, and employees on issues related to RCW 42.52, Ethics in Public Service Act.
Manages the agency's conflict of interest program.
Writes agency responses to the EEB regarding complaints filed against employees.
OHR liaison between the Attorney General's Office (AGO) and L&I.
Responsible for coordinating employment-related interrogatory responses and evidence gathering.
Provides or delegates quarterly Ethics for Today's Supervisor training.
Develops and implements standards to ensure consistency.