HR Consultant III, Employee and Labor Relations

This individual contributor role supports the development and deployment of HR strategies, programs, policies, and procedures in collaboration with HR Centers of Excellence and business stakeholders. The position also conducts human resources support activities and assists in organizational change efforts.

Responsibilities

• Pursues self-development and builds effective relationships by proactively sharing resources, information, and expertise; influencing others through technical explanations; mentoring team members; addressing performance feedback; and adapting to change and feedback.
• Completes work assignments by applying subject-matter expertise to generate creative solutions; ensuring policy compliance; leveraging data and resources; collaborating cross-functionally; monitoring priorities and deadlines; and escalating issues or risks.
• Supports the development and deployment of HR strategies, programs, policies, and procedures by assessing HR impact in response to business strategy changes; researching and analyzing organizational data; delivering data-driven recommendations; and aligning solutions with HR and business objectives.
• Conducts company human resources support activities by assisting internal and external stakeholders on HR specialties (e.g., equal opportunity, disability management, recruitment, compensation, benefits, training) and documenting HR activities.
• Assists in organizational change efforts by identifying requirements; assessing obstacles and risks; contributing to change management plans; developing communications; and monitoring the impact of changes on employees.
• Performs employee and/or labor relations activities by researching employment regulations; interpreting company policies and collective bargaining agreements; analyzing employee relations concerns; and referring employees to appropriate resources.
• Assists with HR investigations by collecting and analyzing data; conducting interviews; determining resolution steps; documenting findings; and contributing to corrective action plans.
• Supports reporting of company employee information and external benchmarks by compiling, completing, and interpreting reports; and identifying key insights for HR solutions.
• Supports HR compliance by staying updated on regulatory changes; interpreting and acting on updates; and implementing required changes.

Requirements

• Bachelor’s degree in Human Resources, Business, Social Science, Public Administration, or a related field and minimum three (3) years of experience in human resources or business operations.
• Additional equivalent work experience may substitute for the degree requirement.

Preferred Qualifications

• Two (2) years of experience as an HR generalist or working across multiple HR disciplines.
• Two (2) years of healthcare experience.

Skills

• Core: Ambiguity/Uncertainty Management, Attention to Detail, Business Knowledge, Communication, Critical Thinking, Cross-Group Collaboration, Decision Making, Dependability, Diversity/Equity/Inclusion Support, Drives Results, Facilitation, Healthcare Industry Knowledge, Influencing Others, Integrity, Learning Agility, Organizational Savvy, Problem Solving, Short- and Long-term Learning & Recall, Teamwork, Topic-Specific Communication.
• Functional: Acts with Compassion, Applied Data Analysis, Business Documentation, Confidentiality, Consulting, Employee/Labor Relations, Execution Excellence, HR Policies & Regulations, HR Practices and Programs, HR Systems, Information Gathering, Interpersonal Skills, Maintain Files and Records, Managing Complexity, Personal Courage, Relationship Building, Trusted Advisor.

Schedule

• Full-time (40 hours per week).
• Shift: Day (Monday–Friday, 08:00 AM–05:00 PM).
• Flexible worker location (must align with Kaiser Permanente’s Authorized States policy).
• Travel: Yes, up to 15% of the time.

Pay

$101,600 – $131,450 per year. Kaiser Permanente offers a market-competitive total rewards package, with pay equity and transparency. The posted range reflects possible base salaries; actual pay will be determined based on labor market data, internal alignment, and a candidate’s relevant experience, education, certifications, skills, and geographic location.