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DSHS OOS Human Resource Consultant 2

State of Washington

Olympia, WA

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JOB DETAILS
SALARY
$61,332–$82,440 Per Year
SKILLS
Aged Care, Analysis Skills, Background Investigation, Behavioral Health, Childcare, Collective Bargaining, Compensation and Benefits, Consulting, Diversity, Driver's License, Employee Benefits, Employee Retention, Establish Priorities, FMLA (Family and Medical Leave Act of 1993), Federal Laws and Regulations, Flexible Spending Accounts, Functional Configuration Audit (FCA), Government, Health Maintenance, Healthcare, Human Resources, Human Resources Management, Identify Issues, Liability Insurance, Maintain Compliance, Multitasking, Nonprofit, Operational Audit, Operations Management, Problem Solving Skills, Regulations, State Laws and Regulations, Student Loans, Technical Leadership, Time Management, Training/Teaching, Use Tax, Writing Skills
LOCATION
Olympia, WA
POSTED
Today
Salary : $61,332.00 - $82,440.00 Annually
Location : Yakima County - Selah, WA
Job Type: Full Time - Non-Permanent
Remote Employment: Flexible/Hybrid
Job Number: 2026-05076
Department: Dept. of Social and Health Services
Division: OOS
Opening Date: 06/25/2026
Closing Date: 7/2/2026 11:59 PM Pacific
Salary Information: The high end of the salary range, Step M is typically a longevity step

Description
DSHS OOS Human Resource Consultant 2 - WSH
Are you a Human Resource professional who possesses an array of knowledge of Human Resource functions? Do you enjoy a fast-paced environment where you juggle multiple priorities throughout your day?Join DSHS's as a Human Resource Consultant 2 located in Selah, WA and enjoy collaborating with a smooth-running team led by supportive management who want you to succeed and grow.

The incumbent works under the general guidance of higher level human resource professionals and provides complex advice pertaining to advising on DSHS policies, procedures, Washington Administrative Code (WAC), Revised Code of Washington (RCW), Collective Bargaining Agreements (CBA) and laws pertaining to the Family and Medical Leave Act (FMLA), Family Care Act (FCA) and Fair Labor Standards Act (FLSA).

Some of what you'll do
  • For an assigned Administration, independently provides professional level consultation and technical guidance/advice to enable appointing authorities, managers, supervisors and employees in meeting their organizational, personnel and operational needs in areas such as: classification, compensation, benefits, leave administration and determination, hiring practices, staff retention, layoff/reversion processes, applicable laws, policies and collective bargaining agreements, to include:
    • Researches rules, regulations, policies and CBA's;
    • Consults on complex issues regarding the above topics under the guidance of the HR Ops Manager and Human Resource Consultant 3 Leads. The HR Ops Manager typically reviews outcomes and provides advice or direction as needed. Work performed is complex, but the impact of the decision is generally limited;
    • Provides advice regarding specific courses of action;
    • Edits and composes correspondence;
    • Analyzes issues to completion with a clear understanding of goals and outcomes;
    • Acts proactively to provide sound advice, options and strategies.
  • Provides advice and guidance to managers, supervisors, and employees regarding various types of leave, use of leave, RCW/WAC/CBA requirements. Oversees the administration and determination of the Agency's responsibilities under the Family and Medical Leave Act (FMLA), Family Care Act (FCA), shared leave and other protected leave laws, to include:
    • Provides information to managers and supervisors to help them understand their responsibilities under protected leave laws;
    • Provides information to affected employees to help them understand their rights and responsibilities under protected leave laws;
    • Facilitates the gathering of information and calculates eligibility and qualification for leave under the laws;
    • Provides advice and assistance to appointing authorities in FMLA, FCA and other protected leave determinations.
    • Determines the approval or denial of FMLA and/or other protected leave entitlements.
  • Consults on classification issues. Works with managers and supervisors regarding the development of Position Descriptions and language for establishments, reallocations, updates, in-training plans, and status changes. Reviews Position Descriptions for appropriate verbiage used per guidelines, accurate portrayal of the scope of work, and for completeness of the document. Provides recommendations, guidance and training as needed to supervisors throughout the process. Submits necessary paperwork to HRD Classification and Compensation Unit for approval. Assists with the processing of the Position Review Request (PRR)
Who should apply?
Those with a bachelor's degree with a focus on business, human resources, social or organizational behavioral sciences, or a related field.
AND
One year of professional human resource experience.
OR
Equivalent education/experience.

Preferred knowledge, skills, & abilities:
  • Have a working knowledge of Federal and State laws related to Humana Resources.
  • Communication: Explains complex HR topics clearly in writing and in conversation, adjusting language to fit the audience, whether that is a front-line employee or an appointing authority.
  • Analysis: Examines HR issues thoroughly, identifies the relevant rules and options, and recommends a course of action with a clear understanding of the likely outcomes.
  • Organization: Manages multiple open cases across different topic areas, tracks deadlines, and follows through to completion without losing details along the way.
  • Adaptability: Adjusts priorities as urgent requests come in while keeping steady progress on ongoing work.
  • Collaboration: Works well within a team and builds productive relationships with partner units, managers, and employees across the agency.
  • Training delivery: Prepares and delivers HR training to groups and individuals in a clear, accessible way that helps people understand and apply what they have learned.
  • Discretion: Handles sensitive personnel information with care, maintaining confidentiality in compliance with personnel rules, agency policy, and collective bargaining agreements.
  • Interested? Apply today!

    Questions? Contact DSHS Recruiter, Peter Bonato at and reference job number 05076.

    The Department of Social and Health Services' (DSHS) vision that people find human services to shape their own lives requires that we come together with a sense of belonging, common purpose, shared values, and meaningful work. It is crucial to our agency's vision that you bring a fairness, access, and social justice commitment to your work with DSHS. We strive to support all Washingtonians, including Black, Indigenous, and People of Color, people with physical, behavioral health, and intellectual disabilities, elders, LGBTQIA+ individuals, immigrants and refugees, and families building financial security.

Supplemental Information

Prior to a new hire, a background check including criminal record history may be conducted. Information from the background check will not necessarily preclude employment but will be considered in determining the applicant's suitability and competence to perform in the job. This announcement may be used to fill multiple vacancies. Employees driving on state business must have a valid driver's license. Employees driving a privately owned vehicle on state business must have liability insurance on the privately owned vehicle.

Washington State Department of Social and Health Services is an equal opportunity employer and does not discriminate in any area of employment, its programs or services on the basis of age, sex, sexual orientation, gender, gender identity/expression, marital status, race, creed, color, national origin, religion or beliefs, political affiliation, military status, honorably discharged veteran, Vietnam Era, recently separated or other protected veteran status, the presence of any sensory, mental, physical disability or the use of a trained dog guide or service animal by a person with a disability, equal pay or genetic information. Persons requiring accommodation in the application process or this job announcement in an alternative format may contact the Recruiter at (360) 725-5810. Applicants who are deaf or hard of hearing may call through Washington Relay Service by dialing 7-1-1 or 1-800-833-6384.
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More than Just a Paycheck!
Employee benefits are not just about the kind of services you get, they are also about how much you may have to pay out of pocket. Washington State offers one of the most competitive benefits packages in the nation.

We understand that your life revolves around more than just your career. Like everyone, your first priority is ensuring that you and your family will maintain health and financial security. That's why choice is a key component of our benefits package. We have a selection of health and retirement plans, paid leave, staff training and other compensation benefits that you can mix and match to meet your current and future needs.

Read about our benefits:
The following information describes typical benefits available for full-time employees who are expected to work more than six months. Actual benefits may vary by appointment type or be prorated for other than full-time work (e.g. part-time); view the job posting for benefits details for job types other than full-time.

Note: If the position offers benefits which differ from the following, the job posting should include the specific benefits.

Insurance Benefits
Employees and their families are covered by medical (including vision), dental and basic life insurance. There are multiple medical plans with affordable monthly premiums that offer coverage throughout the state.

Staff are eligible to enroll each year in a medical flexible spending account which enables them to use tax-deferred dollars toward their health care expenses. Employees are also covered by basic life and long-term disability insurance, with the option to purchase additional coverage amounts.

To view premium rates, coverage choice in your area and how to enroll, please visit the Public Employees Benefits Board (PEBB) website. The Washington Wellness program from the Health Care Authority works with PEBB to support our workplace wellness programs.

Dependent care assistance allows the employee to save pre-tax dollars for a child or elder care expenses.

Other insurance coverage for auto, boat, home, and renter insurance is available through payroll deduction.

The Washington State Employee Assistance Program promotes the health and well-being of employees.

Retirement and Deferred Compensation
State Employees are members of the Washington Public Employees' Retirement System (PERS). New employees have the option of two employer contributed retirement programs. For additional information, check out the Department of Retirement Systems' web site.

Employees also have the ability to participate in the Deferred Compensation Program (DCP). This is a supplemental retirement savings program (similar to an IRA) that allows you control over the amount of pre-tax salary dollars you defer as well as the flexibility to choose between multiple investment options.

Social Security
All state employees are covered by the federal Social Security and Medicare systems. The state and the employee pay an equal amount into the system.

Public Service Loan Forgiveness
If you are employed by a government or not-for-profit organization, and meet the qualifying criteria, you may be eligible to receive student loan forgiveness under the Public Service Loan Forgiveness Program.

Holidays
Full-time and part-time employees are entitled to paid holidays and one paid personal holiday per calendar year.

Note: Employees who are members of certain Unions may be entitled to additional personal leave day(s), please refer to position specific Collective Bargaining Agreements for more information.

Full-time employees who work full monthly schedules qualify for holiday compensation if they are employed before the holiday and are in pay status for at least 80 nonovertime hours during the month of the holiday; or for the entire work shift preceding the holiday.

Part-time employees who are in pay status during the month of the holiday qualify for the holiday on a pro-rata basis. Compensation for holidays (including personal holiday) will be proportionate to the number of hours in pay status in the month to that required for full-time employment, excluding all holiday hours. Pay status includes hours worked and time on paid leave.

Sick Leave
Full-time employees earn eight hours of sick leave per month. Overtime eligible employees who are in pay status for less than 80 hours per month, earn a monthly proportionate to the number of hours in pay status, in the month to that required for full-time employment. Overtime exempt employees who are in pay status for less than 80 hours per month do not earn a monthly accrual of sick leave.

Sick leave accruals for part-time employees will be proportionate to the number of hours in pay status, in the month to that required for full-time employment. Pay status includes hours worked, time on paid leave and paid holiday.

Vacation (Annual Leave)
Full-time employees accrue vacation leave at the rates specified in (1) or the applicable collective bargaining agreement (CBA). Full-time employees who are in pay status for less than 80 nonovertime hours in a month do not earn a monthly accrual of vacation leave.

Part-time employees accrue vacation leave hours in accordance with (1) or the applicable collective bargaining agreement (CBA) on a pro rata basis. Vacation leave accrual will be proportionate to the number of hours in pay status, in the month to that required for full-time employment.

Pay status includes hours worked, time on paid leave and paid holiday.

As provided in , an employer may authorize a lump-sum accrual of vacation leave or accelerate the vacation leave accrual rate to support the recruitment and/or retention of a candidate or employee for a Washington Management Service position. Vacation leave accrual rates may only be accelerated using the rates established WAC 357-31-165.

Note: Most agencies follow the civil service rules covering leave and holidays for exempt employees even though there is no requirement for them to do so. However, agencies are required to adhere to the applicable RCWs pertaining holidays and leave.

Military Leave
Washington State supports members of the armed forces with 21 days paid military leave per year.

Bereavement Leave
Most employees whose family member or household member dies, or for loss of pregnancy, are entitled to five (5) days of paid bereavement leave. In addition, the employer may approve other available leave types for the purpose of bereavement leave.

Additional Leave
Leave Sharing

Family and Medical Leave Act (FMLA)
Leave Without Pay

Please visit the State HR Website for more detailed information regarding benefits.

Updated 01-07-2026

About the Company

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State of Washington

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