Personnel Investigations Supervisor (HRC 4) DOH8986

State of Washington•Multiple Locations Statewide, WA

1d•Remote

About The Position

This home-based (remote) position is open to Washington residents and those living in Oregon and Idaho only. The Department of Health works to protect and improve the health of all people in Washington State, and the Office of People Services keeps that mission running by taking care of the people who deliver it. As the Personnel Investigations Supervisor, you'll lead a small, dedicated investigations team within Employee & Labor Relations while carrying your own active investigative caseload. Reporting to the Employee & Labor Relations Manager, you'll partner with appointing authorities, managers, HR Business Partners, exclusive bargaining representatives, employees, the Assistant Attorney General, and other partners to conduct complex, sensitive personnel investigations. You'll also own the unit's investigation processes and procedures, keeping them current and knowing when to bring the right issues forward for guidance. It's a role built for someone who can move seamlessly between hands-on casework and steady, supportive leadership, protecting the integrity of DOH's workplaces so the agency can stay focused on protecting the health of Washington State.

Requirements

Six (6) or more years of professional human resource experience, to include conducting personnel investigations in a public sector or organized labor setting, including gathering and preserving evidence, conducting interviews, writing clear, comprehensive investigative reports, and demonstrating advanced knowledge of just cause principles.
A Bachelor's degree or higher in Business Administration, Human Resources, Social or Organizational Science, or a closely allied field; and three (3) or more years of professional human resource experience, to include conducting personnel investigations in a public sector or organized labor setting, including gathering and preserving evidence, conducting interviews, writing clear, comprehensive investigative reports, and demonstrating advanced knowledge of just cause principles.
Experience developing or maintaining investigation processes, procedures, and workflows to reflect changes in law, policy, and collective bargaining agreements.
Experience developing and delivering training materials for HR staff, managers, or supervisors.
Experience identifying opportunities to streamline complex business processes and implementing process or system improvements to increase efficiency.
Experience conducting or leading complex, sensitive investigations that require analyzing conflicting or incomplete information, identifying inconsistencies, and reaching well-supported, defensible conclusions.
Experience in communicating investigative findings, process guidance, and recommendations clearly to a range of partners, including agency leadership, HR business partners, employee representatives, and other groups as needed.
Experience managing multiple concurrent projects, competing priorities, and cross-functional initiatives while maintaining operational continuity.
Proficiency in Microsoft Excel or similar, sufficient to track investigation caseloads and performance metrics (e.g., time to completion, active/closed case counts)
Proficiency in Microsoft Word or similar, sufficient to draft clear, well-organized investigative reports and process documentation
Proficiency in Microsoft PowerPoint or similar, sufficient to develop and deliver training materials for staff and agency managers
Proficiency in Microsoft Sharepoint and Teams, sufficient to build workflows, maintain case registers, apply records retention requirements, and securely share documents.
Demonstrable knowledge and application of labor and employment laws, including but not limited to EEOC rules, Human Rights Commission WACs, and state personnel WACs.

Nice To Haves

Extracting and compiling information from HR databases or case management systems to support reporting and analytics.
PHR, SPHR, SHR-CP, SHRM-SCP, or CLRP certification
Supervising investigative or other professional staff, including assigning work and evaluating performance.
Administering or configuring a case management or data-tracking system, including managing workflows and access permissions.
Preparing investigation-related information or documentation to support administrative or arbitration proceedings.

Responsibilities

Supervise, coach, and mentor investigative staff, and lead recruitment and hiring recommendations for the team.
Develop staff performance and development plans, assess progress against expectations, and provide ongoing feedback and coaching.
Assign and review staff work, support workload prioritization, and provide training and development.
Advise staff on scoping investigations, building investigation plans, drafting interview questions, and applying investigative techniques and report writing.
Review staff investigations and provide input, edits, and recommendations.
Develop and maintain the team's investigation processes, procedures, and workflows to reflect current law, policy, and collective bargaining agreements.
Track investigations and manage performance metrics such as time to completion and active/closed caseloads.
Develop, prepare, and deliver investigation training for OPS staff and agency managers and supervisors.
Complete special projects and assignments, including meetings and training and development activities.
Independently conduct complex to highly complex, high-risk personnel investigations into potential violations of policy, collective bargaining agreements, rules, laws, or standards of conduct.
Review reported concerns and conduct intake assessments to determine whether an investigation is warranted and define its scope.
Build investigation plans, including who to interview, what evidence to gather, and how to sequence the work.
Collect and preserve evidence and conduct interviews using techniques that support clarity and reliable information.
Coordinate notifications and closures with respondents, witnesses, and complainants, and facilitate pre-briefs and debriefs with the Appointing Authority, Labor Relations, and program HR Consultants.
Write clear, thorough, legally defensible investigation reports, and testify in administrative or other proceedings when necessary.
Provide expert-level consultation on federal and state law, policy, civil service rules, and collective bargaining agreements related to employee investigations.
Analyze complex to highly complex employee relations issues and advise HR staff, managers, supervisors, and employees on complaint and investigative processes.
Serve as primary administrator for the unit's Microsoft-based, internal case management system, including configuration, workflows, and access permissions.
Troubleshoot system issues and data errors, and update fields, forms, and templates as processes and policies change.
Train staff on proper system use and develop quick-reference guidance for consistent data entry.
Monitor data integrity and run periodic checks to support accurate HR analytics and reporting.