Human Resource Consultant 4- Protected Leave & Accommodation Supervisor

Human Resource Consultant 4- Protected Leave & Accommodation Supervisor

Salary

$76,608.00 - $102,996.00 Annually

Location

Thurston County - Lacey, WA

Job Type

Full Time - Permanent

Remote Employment

Flexible/Hybrid

Job Number

2026-07688

Department

Parks and Recreation Commission

Opening Date

09/21/2026

Salary Information

The high end of the salary range, Step M is typically a longevity step

• Description
• Benefits
• Questions

Description

Washington State Parks and Recreation Commission

_____

Job Title: Human Resource Consultant 4- Protected Leave & Accommodation Supervisor

Location: Lacey, WA

Closes: This posting will remain open until filled. It is in the candidates best interest to apply before October 5th, 2026, when the first review of applicants will be completed. The hiring authority reserves the right to fill this position at any time after that date without notice.

Position Status: This is a permanent position.

The Washington State Parks and Recreation Commission is currently seeking an experienced Human Resource Consultant 4- Protected Leave & Accommodation Supervisor to join our human resources team. In this senior-level role, you will manage the agency's reasonable accommodation and protected leave programs, facilitate interactive reasonable accommodation processes with employees and management, and supervise an HRC3 responsible for implementing protected leave programs and coordinating workers compensation, return-to-work, and agency wellness initiatives. The duty station for this position is located at Parks Headquarters in Lacey, WA.

Are you an experienced HR professional with a passion for guiding employees and managers though complex workplace accommodations? Do you excel at translating intricate laws into clear guidance while maintaining a thoughtful and considerate approach to problem-solving? This position offers a unique opportunity to influence organizational culture, guide agency leaders through complex workplace issues, and help shape a respectful, legally compliant workplace serving Parks employees across Washington State. Join our team of human resource professionals as State Parks' Human Resource Consultant 4- Protected Leave & Accommodation Supervisor!

Please Note: This position is eligible for flexible schedule and/or hybrid telework subject to supervisory approval. The default assigned work location of all Parks positions - both on-site and telework eligible positions is within the State of Washington.

Duties

Reporting to the Deputy HR Director, this position serves as the reasonable accommodation and protected leave expert for the agency and is responsible for managing the reasonable accommodation and protected leave programs and providing oversight for workers compensation, return-to-work, and agency wellness programs.

Duties include, but are not limited to:

• Provide expert level consultation advice, guidance, and support to agency managers, supervisors, and staff regarding reasonable accommodations and a variety of complex leave programs to include protected leave (FMLA, PFML, Shared Leave, etc.).
• Facilitate the interactive reasonable accommodation process from beginning to end, including drafting medical questionnaires, analyzing medical documentation, advising management on legally defensible courses of action, communicating decisions made by appointing authorities, and documenting the process.
• Maintain an electronic information tracking system to follow up on cases and provide monthly reports.
• Maintain confidential personnel and medical information.
• Interpret and provide clarification of Collective Bargaining Agreements (CBAs), Federal laws, Washington Administrative Code (WAC), pertinent rules and regulations, policies, and procedures with sound judgement offering legally defensible courses of action.
• Develop and deliver tools and resources, including training, to a wide variety of audiences, to promote knowledge and understanding of application of leave laws, related rules, reasonable accommodation process, and how to have professional and appropriate conversations with employees.
• Supervise an HR Consultant assigned to implement protected leave programs and coordinate worker's compensation claims, return to work efforts, and agency wellness program.

Qualifications

REQUIRED QUALIFICATIONS:

• Seven (7) years* of broad-based professional human resource experience advising and consulting on complex issues (e.g., labor relations, employee relations, performance management, classification and compensation, reasonable accommodation and protected leave).
• With at least two (2) years of this experience must explicitly include professional-level administration of leave of absence programs (FMLA, PFML, Shared Leave) and reasonable accommodation interactive processes.
• High proficiency with Microsoft Office 365 (Word, Excel, Teams, and Outlook).

Substitution Note:

• A Bachelors or Masters degree in human resources, business administration, social or organizational behavioral sciences, or a closely related field from an accredited institution may substitute for the general HR experience on a year-for-year basis. No substitution is permitted for the two years of dedicated leave and accommodation experience.

REQUIRED COMPETENCIES, KNOWLEDGE, SKILLS AND ABILITIES:

• Technical Leave & Accommodation Expertise: Expert knowledge of employment, privacy, disability, and medical leave laws as they relate to employment; regarding protected leave, reasonable accommodation, workers compensation claims; and when determining eligibility and evaluating medical documentation.
• Regulatory Compliance & Policy Interpretation: Experience considering and incorporating new information when interpreting Collective Bargaining Agreements (CBAs), Federal laws, Washington Administrative Code (WAC), pertinent regulations; and when offering legally defensible courses of action.
• Consultation & Relationship Building: Demonstrated ability to build trust and foster collaboration across internal teams and external oversight bodies (e.g., L&I, medical providers).
• Information Management & Data Analytics: Ability to organize highly confidential case files and present HR data in a clear way for executive decision-making.
• Business Communication: Experience independently composing precise, formal, and legally sound written communications tailored to both technical and non-technical audiences.
• Supervision & Collaborative Teamwork: Ability to coach, mentor, and motivate staff to support team effectiveness and individual career growth.
• Commitment to Learning and Growth: Experience considering and incorporating new information and different perspective; and practicing self-awareness by reflecting on personal strengths, growth areas, and biases.
• Takes action to meet the needs of others: Experience adapting communication and approaches to different communities and individuals, welcoming and valuing different identities and perspectives, and able to empathetically respond to the unique needs of co-workers and customers.

DESIRED QUALIFICATIONS:

• 2 years of experience managing a protected leave program and reasonable accommodation cases in a state environment.
• 2 years of supervisory experience including writing expectations and evaluations.
• Ability to research, evaluate and draw conclusions from data; support recommendations with facts and analysis; interpret and apply rules, laws, policies and procedures.
• Experience training varying sized groups of adult learners in Human Resources related content.
• Skilled in Microsoft Excel with the ability to manipulate complicated data and reports.
• Knowledge of collective bargaining agreements and labor relations.
• Ability to work with others who have a wide range of abilities, backgrounds, and experience.
• Ability to effectively manage and respond to frequent and rapid changes in workload and priorities.

WORKING CONDITIONS:

Schedule: Standard business hours are Monday to Friday 8:00 a.m. to 5:00 p.m.; however, an alternate work schedule and/or hybrid telework option may be considered at the employees request, subject to supervisory approval. Daily contact with internal and external customers, including some contact with those that may be angry, distraught, and/or frustrated.

Travel Requirements: Infrequent travel with occasional overnight may be required to perform the duties of this position to attend meetings or provide training. When driving for state business, the employee must be able to legally operate a state or privately-owned vehicle; or provide alternate transportation while on state business.

How to apply:

Only candidates who reflect the minimum qualifications on their NEOGOV profile will be considered. Failure to follow the application instructions below may lead to disqualification. To apply for this position, you will need to complete your profile which includes three professional references. You must attach the following:

• A cover letter that specifically addresses how you meet the qualifications and competencies required for this position.
• Current resume

To take advantage of veteran preference, please do the following:

• Attach a copy of your DD214 (Member 4 long-form copy), NGB 22, or USDVA signed verification of service letter.
• Please black out any PII (personally identifiable information) data such as social security numbers. Include your name as it appears on your application in careers.wa.gov.
• For more information on Veterans Preference and instructions on how to check your eligibility, click here.

Supplemental Information

WHO WE ARE:

The Washington State Parks and Recreation Commission manages one of the largest, most diverse and most beautiful park systems in the country. With more than 120,000 acres, the system includes 125 developed parks, including 19 marine parks, 11 historical parks, 35 heritage sites, 13 interpretive centers and approximately 500 miles of long-distance recreation trails. And the agency is staffed with nearly 1000 employees (during peak season - summers), who are some of the most passionate employees youll find anywhere - from law enforcement park rangers, park managers, and field staff who take care of our parks (construction, maintenance, customer service, to planners, engineers, managers, administrative professionals and central support staff. We love caring for Washingtons most treasured lands, waters, and historic places; connecting all Washingtonians to their diverse natural and cultural heritage; and providing memorable recreational and educational experiences. For more information on Washington State Parks, click here.

Diversity Policy Statement

The Washington State Parks and Recreation Commission is an equal opportunity employer. We strive to build a workplace culture that is welcoming and inclusive in which all employees feel respected and empowered to bring their unique ideas to the agency. At State Parks, we believe that embracing diverse backgrounds and experiences is essential to growing a strong workforce. We encourage applicants underrepresented in natural resources and outdoor recreation fields to apply, including but not limited to women, Black, Indigenous and people of color (BIPOC), individuals with disabilities, neurodivergent individuals, disabled and Vietnam era veterans, persons over 40 years of age, and individuals who identify as a part of the 2SLGBTQ+ community.

Persons needing accommodation in the application process or this job announcement in an alternative format may contact the human resources office at (360) 902-8565. Applicants who are deaf or hard of hearing may call through the Washington Relay Service by dialing 7-1-1 or 1-800-833-6388.

For information about this recruitment or Parks hiring process, please contact Wendy Vandel at Wendy.vandel@parks.wa.gov or (360) 902-8688.

For information about this position, please contact Alex Monroe at Alex.Monroe@Parks.wa.gov.

All applicants with a legal right to work in the United States are encouraged to apply.

Job Alerts to receive a list of new job postings at Parks

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. Thats 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 WAC 357-31-165(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 WAC 357-31-165(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 WAC 357-58-175, 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

Parental Leave

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

01

Which of the following best describes your highest level of education?

• High School Diploma or GED
• Some college or professional training
• Associates degree
• Bachelors degree
• Masters degree or higher
• None of the above

02

Please indicate the area of study in which you received your degree. If this does not apply, enter "N/A".

03

Please describe how you meet the required position competencies. If this does not apply, enter "N/A".

04

Which best describes your experience providing broad-based professional human resource experience, including advising and consulting on a variety of human resource issues. Experience may include a combination of the following: labor relations; employee relations; performance management; organizational and employee development; classification and compensation; and FMLA / reasonable accommodation.

• I have less than 1 year of experience.
• I have 1-2 years of experience.
• I have 2- 3 years of experience.
• I have 3- 4 years of experience
• I have 4- 5 years of experience.
• I have 5- 6 years of experience.
• I have 7 or more years of experience.
• I have none of this experience.

05

Which best describes your professional-level experience administering leave of absence (e.g. FMLA, PFML, Shared Leave) and reasonable accommodation programs.

• I have less than 1 year of experience.
• I have 1-2 years of experience.
• I have 2-3 years of experience.
• I have 3-4 years of experience.
• I have 4 or more years of experience.
• I have none of this experience.

06

Please briefly describe your experience providing expert level guidance and consultation on protected leave and/or reasonable accommodation. Please include name of employer, dates of employment, and basic job duties. If this does not apply, enter "N/A".

07

Rate your experience interpreting and applying complex protected leave laws, disability regulations (FMLA, PFML, ADA), and collective bargaining agreements within a regulated organizational setting.

• I have verified basic employee eligibility dates and organized standard leave paperwork.
• I have cross-referenced simple FMLA requests against established agency policies.
• I have independently managed overlapping FMLA and state-specific protected leave requests for agency staff.
• I have resolved complex case conflicts where protected leave laws directly intersected with union contract provisions.
• I have provided authoritative legal and policy compliance determinations on high stakes leave cases directly to executive leadership.
• None of the above.

08

Rate your experience supervising, mentoring, and developing HR staff to support individual growth and team operational effectiveness.

• I have explained basic HR office procedures or transactional tasks to new team members.
• I have peer-reviewed standard leave files or correspondence for accuracy.
• I have acted as a formal lead worker, assigning tasks and handling daily technical roadblocks for a program team.
• I have formally supervised HR staff, conducted expectations and performance evaluations, and implemented targeted workflow coaching strategies.
• I have strategically restructured the HR units protected leave program to eliminate case backlogs and scale program performance.
• I have none of this experience.

09

Rate your experience evaluating medical documentation, analyzing clinical restrictions, and translating them into practical workplace parameters.

• I have checked medical forms to ensure signatures and dates are complete.
• I have logged standard, straightforward medical notes into an HR data file.
• I have analyzed complex medical documentation to determine if restrictions align with essential job functions.
• I have drafted specialized, legally defensive medical questionnaires to clarify vague or ambiguous restrictions with healthcare providers.
• I have served as the final agency authority to determine fitness-for-duty or defensible case closure routes based on contradictory clinical data.
• None of the above.

10

What is your level of experience working with Microsoft Office programs such as Word, Excel, Teams, and Outlook?

• Willing (Learn or no experience or training regarding this competency, but interested and willing to learn).
• Developing (Developing knowledge and skills regarding this competency through completion of an employer-sponsored training or higher education program, OR, through at least six months of experience applying this competency in the workplace).
• Skilled (Successfully and regularly apply this competency in the workplace. Recognized by others as demonstrating exceptional knowledge and skills regarding this competency. Generally, this is achieved through two or more years of experience).
• Expert (Application of this competency is polished to excellence and is extensive in nature. Recognized by others as demonstrated exceptional knowledge and skills regarding this competency. Generally, this is achieved through three or more years of experience.)

Required Question

Employer State of Washington

Address View Job Posting for Agency Information

View Job Posting for Location, Washington, 98504

Website http://www.careers.wa.gov