Human Resources Consultant II-III- Talent Acquisition (Depends on Experience)

Closing Date to Apply: August 27th, 2025

Salary:

HR Consultant II: $72,737.60 - $112,028.80 (Non-Exempt)

HR Consultant III: $81,723.20 - $131,580.80 (Exempt)

Typically, selected candidates are hired at a salary rate between the minimum and midpoint of the range.

Benefits: This link below will provide you with Grant PUD’s benefit that may be available if hired, different employee types are eligible for different benefits.

Grant PUD — Unified Insurance Program (uip-wa.org)

Grant County PUD will administer a background check and reference check as part of the hiring process, if selected for this position. 

Position Summary

 The HR Consultant II-III (Talent Acquisition) serves as a strategic partner in attracting, sourcing, and securing top talent for the organization. Depending on level II or III the role may have a particular focus on senior, niche, and/or hard-to-fill roles. This role leads full-cycle recruitment efforts by developing and executing advanced sourcing strategies, managing the candidate pipeline, and ensuring a seamless, positive experience for both candidates and hiring managers. Acting as a trusted advisor, the incumbent collaborates with leaders to deeply understand position requirements, assess applicant qualifications, and recommend high-caliber candidates who align with organizational goals and culture.

 This position combines hands-on recruiting with strategic talent initiatives, including the use of data and analytics to inform decision-making and optimize processes. The incumbent will manage job postings, coordinate interviews, prepare and extend job offers, and mentor junior recruiters, while also cultivating relationships with external agencies and recruitment vendors. Additionally, the role contributes to the design and implementation of recruitment policies, tools, and processes that strengthen the organization’s talent pipeline and support long-term workforce planning objectives.

Essential Functions

Essential functions, as defined under the Americans with Disabilities Act, may include any of the following representative duties, knowledge, and skills. This is not a comprehensive listing of all functions and duties performed by incumbents of this class; employees may be assigned duties which are not listed below; reasonable accommodations will be made as required. The job description does not constitute an employment agreement and is subject to change at any time by the employer. Essential duties and responsibilities may include, but are not limited to, the following:

Essential functions, as defined under the Americans with Disabilities Act, may include any of the following representative duties, knowledge, and skills. This is not a comprehensive listing of all functions and duties performed by incumbents of this class; employees may be assigned duties which are not listed below; reasonable accommodations will be made as required. The job description does not constitute an employment agreement and is subject to change at any time by the employer. Essential duties and responsibilities may include, but are not limited to, the following: 

• Assists with development and application of human resource activities; applies understanding of respectful behavior for cultural differences in the workplace. 
• Provides professional and technical information and advice to management and others regarding applicable laws, rules, policies and human resource policies and procedures; recommends alternative courses of action; recuses self from actions with potential conflicts of interest. 
• Analyzes laws, rules, policies and practices; assists in developing, evaluating, revising, and implementing human resource policies and procedures; works to mitigate bias in human resource and business decisions. 
• Develops credible, trustworthy consulting relationships through professional integrity; maintains appropriate levels of confidentiality and ethical standards. 
• Serves as team/project leader in a specialized human resource unit; serves as project leader in special assignments. 
• Retrieves data from human resource information or other computerized recordkeeping systems supporting payroll, benefits, personnel files, position files, performance evaluations, employee training and development, public records disclosure, safety and health systems and other data functions; composes correspondence; monitors and measures outcomes of activities; prepares human resource business analysis and narrative reports regarding human resource activities; protects the integrity of workforce data. 
• Assists management in determining ongoing and future business and operational needs. 
• Refers complaints of hostile workplace, harassment, discrimination and/or failure to accommodate to higher-level staff for investigation. 
• Helps to resolve and/or mediate conflict in the workplace; refers to a higher-level human resource consultant when needed; documents formal outcomes. 
• May assist in new employee orientation or onboarding. 
• Develops and provides presentations and training programs regarding human resource function(s) such as fair and equitable employment practices, performance management, supervisory responsibilities, benefit plan provisions and options; ensures resources and training opportunities are deployed consistently and equitably throughout the workforce. 
• Identifies and recommends areas of improvement for human resource practices and policies to align with customer needs, meet regulatory compliance and mitigate risk. 
• Demonstrated commitment to Grant PUD’s mission, vision, values, strategic plan, and Grant PUD / IBEW Local 77 Code of Excellence. The incumbent should be familiar with these organizational priorities and behave in a way that aligns with these expectations. 
• Understand and adhere to compliance requirements for this position that may include laws, regulations, security guidelines, Grant PUD policies & Procedures. 
• In this position, if needed to operate a GPUD vehicle for business purposes, please refer to the Vehicle/Asset Usage Policy, IS-TA-POL-001. 
• Actively participate in all aspects of our safety program, including but not limited to: 
• Following all safety policies and procedures. 
• Alerting supervisors and coworkers to unsafe or hazardous working conditions. 
• Reporting any safety incidents or close calls within 24 hours to your supervisor. 
• Accepting feedback from supervisors and coworkers regarding your own safety performance.

Specific Functions: HR Consultant II- Talent Acquisition

• Sources, recruits, screens, and interviews candidates to fill organizational roles. 
• Consults with hiring managers to understand roles to be filled and profiles of ideal candidates. 
• Reviews and assesses applicants education, experience, training, and other qualifications. 
• Verifies employment eligibility, gathers necessary paperwork, and performs reference and background checks. 
• Coordinate and schedule interviews between candidates and hiring managers, ensuring a smooth and efficient process. 
• Manage job postings on various platforms, ensuring accuracy and visibility to attract diverse candidates. 
• Maintain candidate databases, tracking progress through the recruitment pipeline and providing regular updates. 
• Communicate with candidates throughout the hiring process, providing timely feedback and fostering a positive experience. 
• Assist in the development and implementation of recruitment strategies to improve candidate sourcing and engagement. 
• Support administrative tasks related to onboarding new hires. 
• Informs candidates of job duties, responsibilities, work schedules, compensation and benefits packages, and career advancement opportunities. 
• Prepares and extends job offers. 

Specific Functions: HR Consultant III- Talent Acquisition

• Sources, recruits, screens, and interviews candidates to fill organizational roles. 
• Leads the recruiting efforts for senior, niche, or hard to fill roles.
• Own recruiting strategies for hard to fill roles by developing and executing advanced sourcing strategies.
• Analyze hiring data/metrics to inform strategies and optimize processes.
• Consults and acts as a strategic partner with hiring managers to understand roles to be filled and profiles of ideal candidates. 
• Reviews and assesses applicants’ education, experience, training, and other qualifications. 
• Coordinate and schedule interviews between candidates and hiring managers, ensuring a smooth and efficient process. 
• Manage job postings on various platforms, ensuring accuracy and visibility to attract diverse candidates. 
• Maintain candidate databases, tracking progress through the recruitment pipeline and providing regular updates. 
• Communicate with candidates throughout the hiring process, providing timely feedback and fostering a positive experience. 
• Assist in the development and implementation of recruitment strategies to improve candidate sourcing and engagement. 
• Informs candidates of job duties, responsibilities, work schedules, compensation and benefits packages, and career advancement opportunities. 
• Prepares and extends job offers. 
• Mentor junior recruiters.
• Manage vendor relationships/external agencies.
• Participate in policies and/or process development and documentation.
• Designs and leads initiatives.

HR Consultant II- Talent Acquisition

Required Qualifications (Education, Experience, Licenses & Certifications): 

•  Bachelor’s Degree in human resources, business administration, social or organizational behavioral sciences, or related field OR 2 additional years of relevant experience in lieu of degree. 
• Two (2) years of professional experience in talent acquisition or human resources.

Preferred Qualifications (Education, Experience, Licenses & Certifications):

• Experience with Applicant Tracking Systems (ATS) and HR software. 
• Familiarity with employment laws and regulations. 

HR Consultant III- Talent Acquisition 

Required Qualifications (Education, Experience, Licenses & Certifications):

• Bachelor’s Degree with focus on business, human resources, social or organizational behavioral sciences, or related field, OR 2 additional years of relevant experience in lieu of degree.  
• Four (4) years of professional experience in a talent acquisition, human resources, or similar role. 
• Experience in full-cycle recruiting, using various interview techniques and evaluation methods. 
• Experience in sourcing passive candidates.

Preferred Qualifications (Education, Experience, Licenses & Certifications):

•  Experience in sourcing passive candidates.
•  Experience with Applicant Tracking Systems (ATS) and HR software.
•  Professional credentials, such as HR Certification Institute (PHR, SHRM)

Other Knowledge, Skills & Abilities 

• Excellent verbal and written communication skills.
• Excellent interpersonal skills with good negotiation tactics.
• Ability to create and implement sourcing strategies for recruitment for a variety of roles.
• Proactive and independent with the ability to take initiative.
• Excellent time management skills with a proven ability to meet deadlines.
• Familiarity with laws, regulations, and best practices applicable to hiring and recruitment.
• Proficient with or the ability to quickly learn applicant tracking software or other recruitment systems.
• Proficient with Microsoft Office Suite or related software.
• Experience with recruitment tools and platforms, such as LinkedIn. 
• Ability to leverage data and metrics to assess recruitment effectiveness. 
• Strong interpersonal skills with a focus on building relationships. 
• Strong organizational skills with the ability to manage priorities and deadlines. 
• Proactive and adaptable mindset, thriving in a fast-paced environment. 
• Demonstrated ability to handle sensitive information with confidentiality and discretion. 

 Physical Requirements 

• Position may be eligible for hybrid work arrangement: ☒Yes ☐No
• Majority of work is performed in a standard office setting.
  • Will perform work onsite at the locations of the assigned Business Units
  • May be required to come onsite for in person team meetings
• Typical shift of employees in this position: ☒8 hours ☐9 hours  ☒10 hours  ☐12 hours

*For a full list of requirements, the applicant/incumbent should refer to the Physical Capacity Evaluation (PCE).

The statements contained herein reflect general details as necessary to describe the principal functions for this job, the level of knowledge and skill typically required, and the scope of responsibility, but should not be considered an all-inclusive listing of work requirements.  Individuals may perform other duties as assigned, including work in other functional areas.