L&I Internal Investigations and Class. & Comp. Manager

Our Mission: Keep Washington Safe and Working!
Our Values: Customer Focus, One L&I, Respect, Diversity, Equity and Inclusion, Learning and Growth, Reliability

The Office of Human Resources (OHR) is looking for an HR Manager to lead the Classification and Compensation (Class and Comp) and the Internal Investigations program within the division.

If objectivity and integrity are among your strongest values, and you’re good at unraveling mysteries by analyzing clues, this gig could be for you. Class and Comp is your opportunity to use a focus on transparency and accountability to administer job classes and wages. The investigations program conducts fair and impartial analysis to find the facts in a variety of situations. Come join our team in this crucial role.

At L&I, there are ten programs in OHR: Administration; Consultation; Payroll; Labor Relations; Talent Management; Inclusion/Learning/Development; Classification and Compensation; Investigations; Operations/Information Technology; and Organizational Development and Engagement. Managers for each program report to the Assistant Director for the Office of Human Resources.

Job Highlights

The HR Manager reports directly to the Assistant Director of the Office of Human Resources and supervises three (3) Management Analyst 5 (Classification and Compensation analysts) and two (2) WMS Band 1 Internal Investigators. This position operates agencywide, providing advice and consultation to the Extended Management Team (EMT), Leadership Team (LT), and Executive Leadership Team (LT3). The position is responsible for routine interactions with the Attorney General’s Office, State Auditor’s Office, the Executive Ethics Board, Equal Employment Opportunity Commission, and Washington State Human Rights Commission. The position serves as a focal point and clearing house for advice, consultation, program design, policy development, and resolution of highly sensitive issues. Develops and implements short and long-term strategic goals, objectives, and direction for programs to improve the integrity of OHR systems and processes.

The position provides professional consultation, coaching, motivation, and problem solving to resolve complex and sometimes controversial issues that have the potential for occasional unavoidable unintended consequences. The position is accountable for ensuring the appropriate allocation of all agency positions to job classifications in the Washington State Classification System Washington General Service, Washington Management Services (WMS), and Exempt Management Service (EMS). The position is responsible for the development and implementation of agencywide classification and compensation packages as well as changes to the State Classification System by the Office of Financial Management and Legislature and also for establishing clear and consistent classification and compensation standards for the agency that comply with policy, the Collective Bargaining Agreement (CBA) Washington Administrative Code (WAC), and Revised Code of Washington (RCW).

This position investigates actions; conducts or coordinates internal investigative activities; serves as a liaison when working with external investigative agencies including state and federal EEO enforcement agencies and law enforcement; reports, reviews, and responds to complaints and notices of violation; and develops and presents training on ethics. The position is liaison to and negotiates with external state and federal agencies on behalf of the agency regarding risk mitigation, and dispute and complaint resolution. The position serves as the agency spokesperson to state and federal regulatory agencies including the U.S. Equal Employment Opportunity Commission, U.S. Department of Justice, U.S. Department of Labor, Washington State Human Right Commission, Washington State Auditor’s Office, and the Washington State Executive Ethics Board.

The position serves as the agency Ethics Advisor, acting as the agency liaison between L&I and the Executive Ethics Board (EEB). The position manages the conflict-of-interest process, supervisor training, and new employee orientation ethics training. The position is responsible for all EEB Employer Responses to the EEB and provides sound and well thought out mitigation strategies to leadership and employees to avoid potential ethics enforcement actions.

Duties

Assigned Work Activities:

• Provides expert professional advice, guidance and counsel to supervisors, managers, appointing authorities and HR staff.
• Manages the agency’s statewide classification and compensation programs to ensure appropriate allocations and compensation, consistency, equity and effectiveness.
• Represents and speaks for L&I to the Office of Financial Management/State Human Resources (OFM/SHR), Labor Relations and Personnel Resources Board (PRB).
• Provides interpretation of relevant RCW’s, WAC’s, collective bargaining agreements, and L&I policies and guidelines.
• Manages the Position Review Request process, overtime eligibility, and risk classification determinations.
• Leads the development and implementation of classification and compensation package proposals.
• Manages the agency’s WMS/EMS compensation and banding process, including determining inclusion or exclusion, coordinating WMS/EMS subcommittee meetings and outcome, performs analysis and makes salary recommendations, and review agency salaries for alignment and internal equity.
• Develops, updates, and maintains classification and compensation policies and procedures, ensuring compliance.
• Oversees the agency’s Information Technology Professional structure (ITPS), as the OHR Manager representative on the ITPS evaluation committee, and ensures accurate entry to the state’s ITPS online tool.
• Provides expert advice and consultation to the Executive Management Team (EMT), Leadership Team (LT) and agency supervisors and managers.
• Independently manages the internal investigation program including program design and policy development, conducts investigations into issues of the highest sensitivity.
• Assists the agency with strategies to mitigate loss/risk.
• The position is the agency’s Ethics Advisor and the Agency Liaison to the Executive Ethics Board.
• The position is the liaison between the State Auditor’s Office (SAO) whistleblower program, L&I Internal Audit program, and OHR with responsibility to provide evidence, documentation, coordination, and assistance during SAO investigations.
• The position is the agency's liaison with the Attorney General’s Office regarding Tort Claim and Lawsuit process, with responsibility to provide evidence, documentation, coordination, and general assistance.
• Provides expert professional advice, guidance, and counsel to supervisors, managers, appointing authorities, HR staff, and employees on issues related to RCW 42.52, Ethics in Public Service Act.
• Manages the agency’s conflict of interest program.
• Writes agency responses to the EEB regarding complaints filed against employees.
• OHR liaison between the Attorney General’s Office (AGO) and L&I.
• Responsible for coordinating employment-related interrogatory responses and evidence gathering.
• Provides or delegates quarterly Ethics for Today’s Supervisor training.
• Develops and implements standards to ensure consistency.

Salary

• $82,344 - $146,784/year

Qualifications

What we are looking for:

Equivalent combination of education listed below and experience totaling nine (9) years.

A bachelor’s degree or higher involving major study in human resources management, business administration, or related field plus five (5) years progressively responsible professional human resource generalist experience including investigating and/or responding to complaints filed with federal and state agencies as well as experience in state classification and compensation.

Must demonstrate the ability to analyze, interpret, and apply Washington State Civil Services rules, RCWs, WAC, federal and state guidelines, organizational policies and procedures, and collective bargaining agreements.

Demonstrated competency at using strong analytical skills in solving problems and implementing solutions.

Demonstrated ability to engage a wide variety of stakeholders at all levels to build a business case for implementation of a solution or change.

Additional two (2) years of experience that may be concurrent with professional human resource generalist experience consulting and analyzing conflict of interest issues, and making recommendations/mitigation strategies related to the Ethics in Public Service Act.

AND

The person in the position is required to adhere to all agency core competencies and leadership competencies.

Expert knowledge of current state and federal statute, regulations, and administrative and case law regarding labor, personnel, civil rights and ethics. Experience interpreting and applying contracts, rules, and statutes.

A strong sense of integrity and ethical behavior, and ability to act as a role model for this type of behavior. Accessibility, neutrality, and the ability to balance a high-level of integrity with a humble open mind to flexibility.

Advanced knowledge of just cause standards and due process steps; investigations, evidence and reporting; Washington Public Disclosure laws and requirements.

Advanced knowledge of RCW 42.52, Ethics in Public Service Act.

Exceptional writing skills, providing clear and concise responses to complaints.

Expert knowledge of risk management principles and tort liability concepts.

Mastery of mediation, negotiations, and alternative dispute resolution principles and methods.

Applied principles of group facilitation and interpersonal and group relationships and communication.

Ability to manage multiple projects and critical liability issues and effectively re-prioritize as needed to respond to changing circumstances.

Skilled in early detection and assessment of potential HR liability issues; provide timely and effective consultation and intervention services.

Preferred Qualifications:

Additional experience making clear and concise presentations (including training) to large groups of diverse people from all levels of the organization. Demonstrated experience submitting classification proposals to OFM/SHR and participating in HR Director Review and/or PRB hearings.

Senior Professional in Human Resource Management, Professional in Human Resource Management, certification or equivalent.

Specialized training such as ITPS and knowledge of WA State and Federal Overtime guidance and regulations.

Experience developing and implementing classification and compensation proposals.

Demonstrated experience effectively leading, coaching, and advising staff of human resource professionals.

Other Information

Things You Need To Know

To help you maintain a proper work-life balance, teleworking is one of the work schedule options for this position. L&I also offers flexible custom work schedules. The assigned duty station for this position is Tumwater, Washington and the in-office expectation will be 1 day per week.

State employees who meet the qualifications will become eligible for a generous retirement package at the end of the employee’s career. Click on the “Benefits” tab to learn more.

At L&I, your voice matters. In addition, L&I is a diverse state agency dedicated to the safety and health and security of Washington's 3.3 million workers.

Learn more about why L&I is an employer of choicein a brief video.

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Application process

We will contact the top candidates directly to interview for this position. Because we base the selection on information provided by you, it is in your best interest to identify the knowledge, skills, and abilities that address the required and desirable qualifications described in the announcement.

Please include the following documents with your application:

1. A cover letter describing specific qualifications.
2. A current resume detailing applicable experience and education.
3. A list of at least three professional references with current telephone numbers.

Please do not attach or place any medical information (vaccination status included) within the application, resume, or cover letter. If you do, we must reject your application to safeguard against others receiving your confidential information. You must remove the confidential information before you can apply again.

To learn more about our hiring process timeline at L&I please visit our L&I recruiting page, Hiring Process at L&I. If you would like to read our website in a language other than English, scroll up to the top of the page to select your language of choice from the banner.

Background Check Notice

Before placement in this position, we will conduct a background check, including criminal history record. Information from your background check will not necessarily preclude employment but will be considered in determining your eligibility to perform the requirements of the position.

Other information

For positions requiring travel, you must have a valid unrestricted driver's license and have insurance if driving a privately owned vehicle on state business.

• Candidates who are offered a job with L&I must possess work authorization that does not require sponsorship by the employer for a visa now or in the future.
• The Department of Labor & Industries complies with the employment eligibility verification requirements of the federal employment eligibility verification form, I-9. The selected candidate must be able to provide proof of identity and eligibility to work in the United States consistent with the requirements of that form on the first day of employment.
• Please note: L&I may use this announcement to fill multiple permanent and/or non-permanent positions.

Did You Know?

Washington is America's Top State to live, play, and work, according to U.S. News (2021). Join the L&I team and enjoy all the Evergreen State has to offer.

Veterans Preference

Applicants wishing to claim Veterans Preference should attach to their application a copy of their DD-214 (Member 4 copy), NGB 22, or signed verification of service letter from the United States Department of Veterans Affairs. Please blackout any personally identifiable data such as Social Security numbers. For further information, send an email to L&I Jobs Mailbox.

Diversity, Equity, and Inclusion Employer

L&I employees come from all walks of life. We strive to hire great people from a wide variety of backgrounds. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, gender identity or expression, sexual orientation, national origin, genetics, disability, age, or veteran status.

We believe in the importance of recognizing the value each of us contributes to the success of the agency mission. Having a diverse workforce is this agency’s greatest resource of strength and knowledge. It is through the combination of talents and abilities that we can pursue finding effective measures to provide the best customer service. We are committed to building a diverse and inclusive workplace for everyone and we strongly mean everyone.

The State of Washington is an equal opportunity employer. Persons with a disability who need accommodation in the application process or testing process, or those needing this announcement in an alternative format, may call 360-902-5700 for help. TTY users should first call 711 to access the Washington Relay Service.

You are welcome to include the name and pronoun you would like to be referred to in your materials and we will honor this as you interact with our award-winning diverse and inclusive organization.

For more Information

If you have any questions regarding this job posting, program, or the agency, please contact April Sharp.

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 07-21-2025