PNNL’s Human Resources organization is comprised of ~120 plus committed professionals working to advance the interests of the lab and support scientific discovery and excellence.  HR is engaged in a transformational journey to help PNNL meet its talent acquisition and retention goals through innovative benefits, compensation, learning, and workforce programs.

The Human Resources directorate at PNNL is on a journey to strengthen and support the PNNL culture to deliver on mission. Human Resources supports mission by focusing on the following foundational pillars: 1) the whole PNNLer, 2) WE culture, 3) next-level leadership, and 4) learning and career pathways. PNNL is seeking an extraordinary individual to be an Employee Relations Consultant (ERC) Level 3.

Working within the Human Resources organization of the Pacific Northwest National Laboratory, the ERC plays a critical role in fostering a positive and compliant workplace by addressing and resolving employee concerns related to misconduct, performance, and workplace behavior. This role requires exceptional communication skills, with the ability to deliver high-quality written communications that concisely articulate information, solutions, and recommendations. The consultant manages investigations, provides performance coaching, and partners with leaders to ensure fair and consistent application of policies, all while maintaining strict confidentiality.

The ERC demonstrates strong adaptability, judgment, and decision-making under time constraints, excelling in crisis management situations. They must be action-oriented and passionate about executing on big ideas. Leveraging advanced technology and data analytics, they identify workplace trends, address systemic issues, and design proactive strategies to mitigate risks and improve employee relations. The ERC will coach managers to enhance their people-leadership capabilities to cultivate a positive employee experience and foster an inclusive environment where everyone can thrive. 

• Manage and respond timely to workplace concerns (e.g., misconduct, unfair treatment, harassment, poor performance, etc.) through comprehensive review, fact-finding, investigation, documentation, policy interpretation, and articulation.
• Lead dispute resolution processes and provide performance-related coaching to foster a positive and compliant work environment.
• Consult with employees and leaders on employee relations matters (e.g. expectation setting, performance improvement plans, progressive discipline) ensuring alignment with organizational goals, policies, etc.
• Collect, organize, and analyze qualitative and quantitative data from cases, interviews, surveys, and performance metrics using analytics tools to monitor trends and risk indicators.
• Through data analysis, identify patterns and root causes of workplace issues, develop actionable recommendations, and partner with leadership to implement strategies that mitigate future risks.
• Prepare regular reports on investigation outcomes, workplace trends, and risk areas for HR leadership and other appropriate senior management.
• Leverage data analytics tools and software to monitor employee relations metrics, such as complaint type and frequency, policy violation trends etc.
• Collaborate closely with HR Strategic Partners, Legal, employees, and line managers to gather and assess key information to make informed recommendations.
• Proactively engage with managers to assist in mitigating risk and enhancing the employee experience (including training).
• Remain informed of legal updates and best practices, ensuring efforts not only resolve current issues, but also drive forward-looking, solution-focused strategies that meet the evolving needs of the workforce.
• Conduct and manage investigations involving allegations of suspected misconduct, compliance with applicable laws, rules, regulations, and corporate policies.
• Independently manage assigned casework, bringing investigations to closure rapidly and definitively.
• Partner with Employee Concerns Program Manager/Senior Investigator in analysis and revision of people programs, policies, and practices to sustain a positive work environment.
• Earn trust and safeguard the goodwill of our employees by ensuring fair, respectful, and consistent treatment of employees in accordance with PNNL values and culture.

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