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The HR Consultant will work closely with the HR Director, providing mentorship, guidance, and hands-on support across employee relations, compliance, policy development, organizational change, and day-to-day HR matters. The ideal candidate will be comfortable working independently, partnering with senior leadership and Board-level stakeholders, and navigating both union and non-union workforce environments.
This role is well suited for a senior HR professional who can balance strategic HR guidance with practical execution and enjoys building sustainable processes, tools, and frameworks that strengthen an organization’s internal HR capabilities.
Key Responsibilities
- Partner with and provide mentorship to the HR Director on strategic HR practices, leadership development, organizational planning, and day-to-day people matters
- Review, update, and develop the organization’s employee and volunteer handbooks, policies, procedures, and related HR resources
- Provide guidance on employee relations matters, including performance management, workplace concerns, investigations, and conflict resolution
- Advise leadership on union and non-union workforce dynamics, employee relations, compliance, and HR best practices
- Provide HR guidance related to volunteer programs, policies, onboarding, and workplace expectations
- Support benefits administration and provide guidance on HR programs and practices
- Assist with organizational restructuring, including role eliminations, staff transitions, and related employee communications
- Develop HR templates, tools, processes, and frameworks that can be utilized by the internal HR team on an ongoing basis
- Serve as a trusted thought partner to the HR Director and senior leadership on organizational and people-related challenges
- Support HR-related preparation and reporting for senior leadership and the Board of Directors
- Help strengthen HR processes, documentation, and organizational infrastructure during a period of continued development and change
- Provide guidance on Washington State employment practices and compliance as applicable
- Identify opportunities to improve HR operations, employee experience, and organizational effectiveness
- 7–10+ years of progressive HR experience at a senior HR, HR Business Partner, consultant, or HR Director level
- Union workforce experience required
- Demonstrated experience with employee relations, policy development, and employee handbook creation
- Experience supporting organizational change, restructuring, leadership transitions, or other complex organizational initiatives
- Experience working with senior leadership and/or a Board of Directors
- Strong understanding of HR best practices, compliance, and employee relations
- Ability to independently assess HR needs, identify solutions, and provide practical recommendations
- Strong coaching and mentorship skills, with the ability to support and develop an existing HR leader
- Excellent written and verbal communication skills
- Comfortable working remotely and collaborating with stakeholders at all levels
- Strong judgment, discretion, and ability to handle sensitive employee and organizational matters
- Experience working within a nonprofit, animal welfare, healthcare, or other mission-driven organization
- Experience supporting volunteer-based organizations or working with volunteer populations
- Knowledge of Washington State employment and labor laws
- Experience supporting both union and non-union employee populations
- PHR, SPHR, SHRM-CP, or SHRM-SCP certification
- Experience developing or modernizing HR infrastructure, policies, handbooks, and processes
- Experience supporting organizations through significant growth, restructuring, or leadership transition
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