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SalaryOverview:
Click Here For Rockstar Rewards Responsibilities:
At PNNL, you will find an exciting research environment and excellent benefits including health insurance, flexible work schedules and telework options. PNNL is located in eastern Washington State—the dry side of Washington known for its stellar outdoor recreation and affordable cost of living. The Lab’s campus is only a 45-minute flight (or ~3-hour drive) from Seattle or Portland, and is serviced by the convenient PSC airport, connected to 8 major hubs. Commitment to Excellence, Diversity, Equity, Inclusion, and Equal Employment Opportunity:
Pacific Northwest National Laboratory considers all applicants for employment without regard to race, religion, color, sex (including pregnancy, sexual orientation, and gender identity), national origin, age, disability, genetic information (including family medical history), protected veteran status, and any other status or characteristic protected by federal, state, and/or local laws.
We are committed to providing reasonable accommodations for individuals with disabilities and disabled veterans in our job application procedures and in employment. If you need assistance or an accommodation due to a disability, contact us at careers@pnnl.gov. Drug Free Workplace:
If you are offered employment at PNNL, you must pass a drug test prior to commencing employment. PNNL complies with federal law regarding illegal drug use. Under federal law, marijuana remains an illegal drug. If you test positive for any illegal controlled substance, including marijuana, your offer of employment will be withdrawn. HSPD-12 PIV Credential Requirement:
The Human Resources directorate at PNNL is on a journey to strengthen and support the PNNL culture to deliver on mission. Human Resources supports mission by focusing on the following foundational pillars: 1) the whole PNNLer, 2) WE culture, 3) next-level leadership, and 4) learning and career pathways. PNNL is seeking an extraordinary individual to be a Senior Investigator andEmployee Concerns Manager reporting to the Chief Human Resources Officer.
The Senior Investigatorand Employee Concerns Program Manager is responsible for conducting and leading complex investigations in addition to managing an important Employee Concerns Program under the auspices of the Department of Energy (DOE). As a private employer, Battelle is contracted by DOE to run the PNNL. The Employee Concerns Program (ECP) provides an opportunity for an employee to report and express concerns related to the environment, safety, health, security, quality, and management of DOE facilities and/or operations. The ECP manager helps to assure an accessible, fair, and compliant program for reporting and investigating concerns.
Employees and their families are offered medical insurance, dental insurance, vision insurance, health savings account, flexible spending accounts, basic life insurance, disability insurance*, employee assistance program, business travel insurance, tuition assistance, supplemental parental bonding leave**, surrogacy and adoption assistance, and fertility support. Employees are automatically enrolled in our company funded pension plan* and may enroll in our 401k savings plan. Employees may accrue up to 120 vacation hours per year and may receive ten paid holidays per year.
- Research Associates excluded.
**Once eligibility requirements are met.
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- Manage, execute, and maintain the requirements, processes, procedures, tools and resources to assure a compliant ECP.
- Apply knowledge of DOE ECP requirements, as well as PNNL company policies and procedures and coordinate with subject matter experts as necessary in order to provide informed guidance, analysis, and interpretation.
- Institute and maintain an effective ECP communication program for the organization, including promoting the use of the Hotlines, awareness of ECP related behavioral expectations and understanding of new and existing issues and related policies and procedures (including New Hire Orientation, annual communication reminders, management awareness campaigns, etc.).
- Monitor Hotline calls, researches and investigates, effectively applies judgement and experience to assure timely escalation of matters and coordination with subject matter experts as needed.
- Conduct and manage investigations involving allegations of suspected misconduct, compliance with applicable laws, rules, regulations, and corporate policies.
- Conduct ECP related project and functional assessments and compliance reviews. Provides annual reports to lab leadership including trends and recommendations.
- Provide timely notifications and reporting to DOE.
- Triage employee complaints and refer to appropriate investigation group.
- Develop and maintain avenue for information resolution of Employee Concerns.
- Maintain case file system of documentation & records related to ECP program.
- Establish compliant confidentiality guidelines for complaints & investigations.
- Monitor ECP related statistics, conducts research into issues, identifies trends, and summarizes into reports for the lab leadership team.
- Investigate highly sensitive HR issues, including conducting claimant, witness, and accused employee interviews; analyzing data from various internal systems; composing investigation reports; proposing remedial action based on investigation findings
- Independently manage assigned casework, bringing investigations to closure rapidly and definitively.
- Analyze casework trends to produce strategic, proactive recommendations to HR and the business to proactively address and mitigate systemic issues.
- Partner with employee relations investigators in analysis and revision of people programs, policies, and practices to sustain a positive work environment.
- Consult and collaborate with HR strategic partners, employee relations consultants, and legal counsel on complex investigations.
- Earn trust and safeguard the goodwill of our employees by ensuring fair, respectful, and consistent treatment of employees in accordance with PNNL values and culture.
On-site is strongly preferred; remote work may be considered.
Qualifications: Minimum Qualifications:
- BS/BA and 9 years of relevant experience -OR-
- MS/MA or higher and 7 years of relevant experience
Preferred Qualifications:
- Demonstrated experience conducting internal investigations, harassment, intimidation, retaliation or discrimination (HIRD) complaints, or equivalent combination of education and/or experience.
- Specialized training related to investigating complaints of harassment, intimidation, retaliation or discrimination (HIRD), mediation, alternate dispute resolution or other DOE related training.
- Training in mediation techniques for conflict resolution.
- Must have experience working with and resolving employee issues, a demonstrated ability to handle confidential/sensitive information, and excellent written and verbal communication skills.
- Familiarity with DOE National Laboratory operating requirements.
- Ability to function with a high level of autonomy to provide leadership for staff at a wide variety of levels including technical, engineering, professional, and management.
- Strong communication skills with the ability to effectively interface with staff at all levels within and outside the organization.
- Proven ability to translate strategy into implementable actions.
Not Applicable.
Testing Designated Position (TDP): This is not a Testing Designated Position (TDP).
About PNNL: Pacific Northwest National Laboratory (PNNL) is a world-class research institution powered by a highly educated, diverse workforce committed to the values of Integrity, Creativity, Collaboration, Impact, and Courage. Every year, scores of dynamic, driven people come to PNNL to work with renowned researchers on meaningful science, innovations and outcomes for the U.S. Department of Energy and other sponsors; here is your chance to be one of them!
At PNNL, you will find an exciting research environment and excellent benefits including health insurance, flexible work schedules and telework options. PNNL is located in eastern Washington State—the dry side of Washington known for its stellar outdoor recreation and affordable cost of living. The Lab’s campus is only a 45-minute flight (or ~3-hour drive) from Seattle or Portland, and is serviced by the convenient PSC airport, connected to 8 major hubs.
Our laboratory is committed to a diverse and inclusive work environment dedicated to solving critical challenges in fundamental sciences, national security, and energy resiliency. We are proud to be an Equal Employment Opportunity and Affirmative Action employer. In support of this commitment, we encourage people of all racial/ethnic identities, women, veterans, and individuals with disabilities to apply for employment.
Pacific Northwest National Laboratory considers all applicants for employment without regard to race, religion, color, sex (including pregnancy, sexual orientation, and gender identity), national origin, age, disability, genetic information (including family medical history), protected veteran status, and any other status or characteristic protected by federal, state, and/or local laws.
We are committed to providing reasonable accommodations for individuals with disabilities and disabled veterans in our job application procedures and in employment. If you need assistance or an accommodation due to a disability, contact us at careers@pnnl.gov.
PNNL is committed to a drug-free workplace supported by Workplace Substance Abuse Program (WSAP) and complies with federal laws prohibiting the possession and use of illegal drugs.
If you are offered employment at PNNL, you must pass a drug test prior to commencing employment. PNNL complies with federal law regarding illegal drug use. Under federal law, marijuana remains an illegal drug. If you test positive for any illegal controlled substance, including marijuana, your offer of employment will be withdrawn.
In accordance with Homeland Security Presidential Directive 12 (HSPD-12) and Department of Energy (DOE) Order 473.1A, new employees are required to obtain and maintain a HSPD-12 Personal Identity Verification (PIV) Credential. To obtain this credential, new employees must successfully complete and pass a Federal Tier 1 background check investigation. This investigation includes a declaration of illegal drug activities, including use, supply, possession, or manufacture within the last year. This includes marijuana and cannabis derivatives, which are still considered illegal under federal law, regardless of state laws.
