Human Resource Consultant 4
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Apply to Human Resource Consultant 4 at Washington State Office of Superintendent of Public InstructionJob details
- Location
- Olympia, Washington
- Work type
- Hybrid
- Compensation
- $76,608 - $102,996/yr
- Posted
- 5 days ago
- Apply on
- governmentjobs.com
About this role
About the Department
GENERAL SERVICE
JOB ANNOUNCEMENT
Human Resource Consultant 4
$76,608 - $102,996 annually
Closes September 15,2026
The Washington State Office of Superintendent of Public Instruction (OSPI) seeks to fill a Human Resource Consultant 4 position. This full-time permanent position is based in Olympia, Washington. This position may be eligible for partial telework. The position will be required to be in the office full-time for onboarding (The onboarding timeline will vary based on the selected candidate's existing skills, experience, and learning pace) after which, the position may be eligible to telework up to two days per week (days of the week to be determined with Supervisor approval). Telework is a combination of in-building and off-site days. We encourage interested candidates to visit the OSPI website to gain insight into our agency.
About OSPI and our initiatives
OSPI is the primary agency charged with overseeing public K–12 education in Washington state. Working with the state's 295 public school districts and 7 state-tribal education compact schools, OSPI allocates funding and provides tools, resources, and technical assistance so every student in Washington is provided a high-quality public education.
At OSPI, we recognize that our employees are the key to the success of the agency. We are committed to our work but value the balance with our personal lives. We demonstrate our commitment to employees by providing an environment that stimulates professional growth and values them for their expertise. OSPI is a great place to work and has several initiatives to help create a great working environment, including:
- We support a healthy work/life balance by offering flexible/alternative work schedules and mobile and telework options. (Depending on job duties and work location.)
- We have an Infant at Work Program that is based on long-term values of newborns and infant-parent bonding. Eligible employees who are new parents or legal guardians can bring their infant (weeks to six months) when returning to work. (Depending on job duties and work location.)
- We value and are actively involved in promoting diversity, equity, and inclusion within OSPI by way of cross-divisional, collaborative committee. The focus of the committee includes employee engagement and education; reinforcing OSPI values; and maximizing the value of diversity and identifying strategies for inclusion.
Vision, Mission, and Values
Vision: All students prepared for post-secondary pathways, careers, and civic engagement.
Mission: Transform K-12 education to a system that is centered on closing opportunity gaps and is characterized by high expectations for all students and educators. We achieve this by developing equity-based policies and supports that empower educators, families, and communities.
Values: Ensuring Equity, Collaboration and Service, Achieving Excellence through Continuous Improvement, Focus on the Whole Child
Equity
Each student, family, and community possesses strengths and cultural knowledge that benefits their peers, educators, and schools. Ensuring educational equity:
- Goes beyond equality; it requires education leaders to examine the ways current policies and practices result in disparate outcomes for our students of color, students living in poverty, students receiving special education and English Learner services, students who identify as LGBTQ+, and highly mobile student populations.
- Requires education leaders to develop an understanding of historical contexts; engage students, families, and community representatives as partners in decision-making; and actively dismantle systemic barriers, replacing them with policies and practices that ensure all students have access to the instruction and support they need to succeed in our schools.
Position Overview
This position serves under the direction of the Chief Human Resource and Facilities Officer (CHRFO) as a senior professional consultant, handling the organization’s most sensitive, complex, and critical human resource activities. Responsibilities require application of expert knowledge to advise agency leadership. Assignments require forward thinking mindset, proactive intervention and have agency wide and precedent setting impact. This role also provides advice and guidance to employees on HR processes and is mentor/trainer to other HR peers and staff.
In addition to providing consultation to assigned OSPI divisions, this position is responsible for providing the HR services described to the following small agencies:
- Washington Charter School Commission
- Financial Education Public-Private Partnership
- Professional Educator Standards Board
- State Board of Education
Key Responsibilities
Consultation and Compliance
Tasks include:
- Provides advice, interpretation, and counsel to clients regarding applicable human resource civil service rules, regulations, policies, and procedures in areas such as classification, compensation, performance management, grievance resolution, reasonable accommodation, organizational development, recruiting, hiring, benefits, protected leave, Labor and Industries claims, and layoffs.
- Ensures compliance with federal and state employment laws, collective bargaining agreement, and agency policies and procedures. Advises management on best practices in HR actions, consulting with the agency CHRO and/or agency’s assigned Labor and Personnel AAG on most complex liability concerns.
- Research and analyze proposed rules, laws and policies to determine agency impacts, participates in planning, creating and implementing new human resource programs, policies and procedures.
- Develops, implements, and oversees HR policies and procedures, strategic plans, reports, forecasts and projections and statement and reports.
- Assist with the formulation, determination, and effectuation of management policies in the agency and effectuation of employee and labor relations, and is responsible for maintaining confidentiality concerning such matters.
- Conduct and assist other HR staff with employment investigations consistent with agency policies, state and federal laws.
- Meet with administrators, supervisors, and employees to assess human resource needs. Plans, develops, and implements strategies to promote effective client relations and to resolve problems.
- Track and analyze personnel issues and needs; devise plan and approach to supporting change to addressing needs.
- Researches and analyzes proposed rules, laws, and program elements to determine impact on unit or organizational operations; participates in planning and implementing new human resources programs, policies, and procedures.
- Partners with agency administrators to recommend and assist with selection, training, direction, and evaluation of staff, establishing and monitoring standards of performance.
- Provide support regarding organizational culture that supports diversity and promotes inclusion.
Classification and Compensation
Tasks include:
- Determines appropriate classification of positions. Partners with management in analyzing organizational structure, developing recommendations for staff configurations to enhance effectiveness, assists with drafting position descriptions. Review existing and updated position descriptions for potential changes in classification. Address requests for appeal of job classification allocations, represent OSPI in appeal hearings.
- Serves as OSPI’s Washington Management Service (WMS) Coordinator and liaison with State HR for all agency WMS activities. Leads the WMS Review committee, including scheduling and running meetings, maintaining committee membership, and training committee members. Provide data to agency leadership and State HR on the agency’s WMS program and compliance with state regulations. Participates in the WMS Review Committee as the external HR representative.
- Conduct compensation analysis for salary alignment and equity purposes. Research and propose salary ranges for new roles, recommend salary placement for new hires and internal promotions, analyze how position changes may affect compensation. Perform scheduled and ad hoc research and updates to compensation plan for WMS and Exempt roles in OSPI.
- Manage the Fair Labor Standards Act (FLSA) application of overtime rules across the agency. Notify management and staff of updates and changes to overtime status.
Training and Development
Tasks include:
- Participate in the development and delivery of training or other presentations to staff and management on a variety of human resource topics, processes, rules, policies and procedures.
- Conduct orientation program for new supervisors.
- Stay current on emerging HR topics, knowledge and skills.
Special Projects
Tasks include:
- Participates and/or coordinates special projects, committees, or task forces.
- Perform clerical support to Chief Human Resource and Facilities Officer and other HR staff. Provide support in NEOGOV and the Learning Center systems.
- Provide reports and prepare data for presentation to administrators, supervisors, and staff.
Required Qualifications:
A Bachelor’s degree with focus on business, human resources, social or organizational behavioral sciences, or related field AND three (3) years of professional human resource experience as defined below, including facilitating organizational development or change, and advising and consulting on human resource issues.
OR
Five (5) years professional education/experience.
Professional Human Resource experience includes:
- Experience consulting on Civil Service Rules for Washington State
- Skilled in working within an HR Management System
- Experience working within an applicant tracking system
- Proficient (beyond basic skills) with Microsoft software products
- Proficiency with Microsoft 365 applications, including Excel, Word, Outlook, Teams, PowerPoint, and SharePoint, means the ability to independently develop reports, analyze and manage data, create professional communications and presentations, maintain records, and support collaborative business processes
- Experience researching, developing, and presenting policy and strategy options and recommendations
- Expertise planning and managing projects, processes, or programs
- Expertise to build and maintain positive professional relationships, influence others to achieve results, and effectively facilitate large groups without direct authority, and diplomatically handle challenging or tense situations
- Adept at working in a complex and ambiguous environment. This includes recommending a course of action when you don’t have a defined plan to follow
- Expertise in researching, interpreting, and applying laws, rules, policies, and procedures
- Must reside of in the state of Washington as a condition of employment
- Limited travel to attend meetings, trainings, events (minimal overnight stay)
Diversity Equity and Inclusion (DEI) Competencies:
Incumbents to this position must possess and demonstrate the following competencies:
- Able to learn and understand the language and concepts of DEI culture and commit to being a part of creating and maintaining a diverse, equitable, respectful, and inclusive workplace
- Demonstrate a commitment to growth, learning and self-awareness when provided training and opportunities to participate in improving our work environment
- Participate and behave in a manner that creates trust and builds working relationships, promoting teamwork and collaboration in the work environment
- Demonstrate the understanding that all people are valued; contribute to an equitable, inclusive, and respectful environment when working with members of the group, team, organization, or community
- Commit to being an active participant in continually evaluating and improving strategies that promote equity and inclusion in our organization
Desired Qualifications:
- Experience working within WA State HRMS
- Experience working in NEOGOV and the Online Recruiting System (OLRS)
- Experience working with the state’s Learning Center
- Experience working with Power BI
- Ability to create, manage, and record complex recruitment plans.
- Basic level of proficiency using Microsoft SharePoint
- Experience working with or creating data dashboards
Compensation
The annual compensation for the position is $76,608 - $102,996 per year and depends upon experience, educational background and qualifications. Geographic differentials may be applied based on work location of successful candidate. Washington State offers a generous benefit package including health, dental and life insurance, retirement, and an optional deferred compensation program. Please visit Health Care Authority for information regarding health benefits and the Department of Retirement Systems for retirement plan information. This is a general service position. This position is not represented by a bargaining unit.
Application Process
Those interested in this position must apply through Careers.wa.gov. Applications must include the following documents in MS Word or PDF format:
- A letter of interest specifically addressing the qualifications listed in this announcement;
- A current résumé, and;
- A list of three or more professional references.
NOTE: Your resume and letter of interest must be attached to your application. Please confirm they are attached before you submit.
Please address any questions to:
Sal Salazar, Human Resources
Office of Superintendent of Public Instruction
600 Washington Street Southeast
Olympia, Washington 98504-7200
360-725-6278: [email protected]
Persons needing accommodation in the application process or this announcement in an alternative format may contact the Human Resources Office at (360) 725-6270 or (360) 725-6066, or e-mail [email protected].
New Jobs Alert Service
OSPI offers a subscription service, which regularly notifies subscribers of new OSPI employment opportunities on careers.wa.gov. Subscribers are notified via text or email alert. If you are interested in this service, then please subscribe at this location.
OSPI is an equal opportunity employer and encourages applications from job seekers who will contribute to our diversity. OSPI provides equal access to all programs and services without discrimination based on sex, race, creed, religion, color, national origin, age, honorably discharged veteran or military status, sexual orientation including gender expression or identity, the presence of any sensory, mental, or physical disability, or the use of a trained dog guide or service animal by a person with a disability. If you would like, please include your name and gender pronouns in your application, to ensure we address you appropriately throughout the application process. Persons needing accommodation in the application process or this announcement in an alternative format may contact the human resource consultant listed in “Application Process.”
Benefits
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 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
Supplemental Questions
- I have a bachelor's degree or higher in business, human resources, social or organizational behavioral sciences, or related field, and three years of experience in professional human resource experience (as defined in the job posting) including facilitating organizational development or change and advising and consulting on human resource issues.
- I have a combination of education and experience totaling five (5) or more years of professional human resource experience (as defined in the job posting).
- None of the above
- Entry - I have worked under senior consultants, supporting projects like recruitment process design, policy drafting, or compliance audits (Coordination, communication, organization, and familiarity with HRIS systems)
- Mid-level - I have led specific HR projects, designs recruitment strategies, develops compliance policies, and advises on talent acquisition (People management, policy expertise, problem-solving, and project management)
- Senior-level - I have acted as an HR business partner, aligning HR strategies with business goals, managing workforce planning, and advising C-level executive (Strategic thinking, leadership, change management, and cross-functional collaboration)
- None of the above
- Yes
- No
- Yes
- No
- Careers.wa.gov
- OSPI Jobs Page
- OSPI Employee Referral
- Military Outreach Event
- Career Fair
- Other
- Yes
- No
Required Question
Agency Information
EmployerState of WashingtonAddress View Job Posting for Agency InformationView Job Posting for Location, Washington, 98504 Website http://www.careers.wa.gov