HR Generalist 3

Overview

PNNL’s Human Resources organization is comprised of over 100 committed professionals working to advance the interests of the lab and support scientific discovery and excellence. HR is engaged in a transformational journey to help PNNL meet its talent acquisition and retention goals through innovative benefits, compensation, learning, and workforce programs.

Responsibilities

We are seeking a highly capable and collaborative HR Generalist 3 to join the Talent Management team within the Human Resources organization at Pacific Northwest National Laboratory (PNNL). This role offers a dynamic opportunity to apply your HR expertise across a variety of HR programs, employee and manager needs, and workforce-related activities that support the Laboratory's mission.

As an experienced HR professional, you'll serve as a knowledgeable resource to employees, managers, and HR colleagues, providing practical guidance, navigating complex HR questions, and helping ensure HR programs and processes are delivered effectively. You'll work closely with HR Strategic Partners and Employee Relations Consultants to address workforce needs, resolve challenges, and deliver coordinated HR support across the Laboratory.

We're looking for someone who brings versatility, sound judgment, initiative, and a proactive approach to problem-solving. You'll thrive in this role if you enjoy navigating diverse HR challenges, working across functional boundaries, and identifying opportunities to improve how work gets done. You'll also have opportunities to contribute meaningfully to cross-functional HR projects and initiatives, applying your expertise to develop solutions and help advance improvements to HR programs and practices.

Responsibilities include:

• Provide knowledgeable, practical HR guidance to employees and managers, independently addressing a range of HR questions, interpreting established policies and practices, and navigating matters that require sound judgment and problem-solving.
• Support HR Strategic Partners and Employee Relations Consultants in addressing workforce needs, coordinating HR activities, researching issues, and ensuring timely follow-through on matters requiring collaboration across HR functions.
• Independently coordinate personnel actions and HR requests, working with managers and HR partners to clarify requirements, validate information, resolve discrepancies, and provide the HR Solutions Center with complete and accurate instructions for transaction execution.
• Support the delivery of HR programs and activities, including performance management, employee development, recognition, and compensation-related processes. Review information for accuracy and alignment with established requirements, identify potential issues, and coordinate with appropriate stakeholders to facilitate timely completion.
• Partner with Employee Relations Consultants on employee-related matters by gathering and organizing relevant information, coordinating case activities, maintaining appropriate documentation, and helping ensure timely communication and follow-through while recognizing matters requiring specialized ER expertise.
• Analyze HR and workforce information to identify trends, inconsistencies, and recurring challenges; investigate underlying issues and provide meaningful observations and recommendations that inform HR practices, program delivery, and workforce-related decisions.
• Lead assigned activities within cross-functional HR projects and initiatives, applying HR expertise to evaluate current practices, analyze challenges, develop practical recommendations, and collaborate with stakeholders to implement solutions that strengthen HR programs, processes, and service delivery.
• Collaborate with HR Strategic Partners, Employee Relations Consultants, HR Centers of Excellence and the HR
• Solutions Center to navigate cross-functional challenges, clarify requirements, and deliver consistent, responsive
• HR support across the Laboratory.
• Identify opportunities to improve HR programs and processes by evaluating recurring challenges, simplifying workflows, strengthening communication, and partnering with process owners to implement practical improvements that enhance the employee and manager experience.

Job Competencies:

HR Knowledge & Application – Applies strong working knowledge of HR policies, personnel-action requirements, and talent management practices to provide accurate guidance and navigate a range of HR matters.

Critical Thinking & Problem- Solving – Evaluates situations from multiple perspectives, identifies underlying issues, considers implications, and develops practical solutions to HR challenges.

Judgment & Accountability – Exercises sound independent judgment within established authority, recognizes when specialized expertise or escalation is needed, and takes responsibility for timely, accurate follow-through.

Consultation & Communication – Builds credibility through responsiveness, expertise, and thoughtful consultation; asks effective questions and clearly communicates HR guidance, recommendations, and next steps.

Cross-Functional Collaboration – Works effectively across HR Strategic Partners, Employee Relations Consultants, HR Centers of Excellence or Expertise, and the HR Solutions Center to resolve challenges, align activities, and deliver coordinated HR support.

Data & Analytical Acumen – Analyzes and validates HR and workforce information, investigates discrepancies, identifies meaningful patterns, and translates findings into actionable insights.

Project Execution & Continuous Improvement – Advances assigned project activities, evaluates opportunities for improvement, develops practical recommendations, and contributes to implementing effective HR solutions.

Organizational Awareness – Understands PNNL's mission, workforce, and institutional requirements and applies that perspective to navigate HR matters and support organizational needs.

Qualifications

Minimum Qualifications:

• BS/BA and 5 years of relevant HR experience -OR-
• MS/MA or higher and 3 years of relevant HR experience
• Progressive HR generalist experience providing direct guidance to employees and managers across multiple HR disciplines.
• Demonstrated experience with Microsoft Office applications, including Excel and PowerPoint.

Preferred Qualifications:

• Experience working in a large, complex, matrixed, research, technical, or highly regulated organization.
• SHRM-CP, PHR, or other relevant professional HR certification.
• Strong proficiency with Microsoft Office applications, particularly Excel and PowerPoint.

Hazardous Working Conditions/Environment

Not applicable

Testing Designated Position

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, and flexible work schedules. 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 and Equal Employment Opportunity

Our laboratory is committed to fostering a work environment where all individuals are treated with fairness and respect while solving critical challenges in fundamental sciences, national security, and energy resiliency. We are an Equal Employment Opportunity employer.

Pacific Northwest National Laboratory (PNNL) is an Equal Opportunity Employer. PNNL considers all applicants for employment without regard to race, religion, color, sex, 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

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.

Security, Credentialing, and Eligibility Requirements

As a national laboratory, PNNL is responsible for adhering to the Homeland Security Presidential Directive 12 (HSPD-12) and Department of Energy (DOE) Order 473.1A, which require new employees to obtain and maintain a HSPD-12 Personal Identify Verification (PIV) Credential. To obtain this credential, new employees must successfully complete the applicable tier of federal background investigation post hire and receive a favorable federal adjudication. The tier of federal background investigation will be determined by job duties and national security or public trust responsibilities associated with the job. All tiers of investigation include a declaration of illegal drug activities, including use, supply, possession, or manufacture within the last 1 to 7 years (depending on the applicable tier of investigation). Illegal drug activities include marijuana and cannabis derivatives, which are still considered illegal under federal law, regardless of state laws.

For foreign national candidates:

If you have not resided in the U.S. for three consecutive years, you are not eligible for the PIV credential and instead will need to obtain a favorable Local Site Specific Only (LSSO) Federal risk determination to maintain employment. Once you meet the three-year residency requirement thereafter, you will be required to obtain a PIV credential to maintain employment. The tier of federal background investigation required to obtain the PIV credential will be determined by job duties at the time you become eligible for the PIV credential.

Mandatory Requirements

Please be aware that the Department of Energy (DOE) prohibits DOE employees and contractors from having any affiliation with the foreign government of a country DOE has identified as a “country of risk” without explicit approval by DOE and Battelle. If you are offered a position at PNNL and currently have any affiliation with the government of one of these countries, you will be required to disclose this information and recuse yourself of that affiliation or receive approval from DOE and Battelle prior to your first day of employment.

Rockstar Rewards

Employees and their families are offered medical insurance, dental insurance, vision insurance, robust telehealth care options, several mental health benefits, free wellness coaching, health savings account, flexible spending accounts, basic life insurance, disability insurance*, employee assistance program, business travel insurance, tuition assistance, relocation, backup childcare, legal benefits, 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 401 (k) savings plan with company match*. Employees may accrue up to 120 vacation hours per year and may receive ten paid holidays per year.

* Research Associates excluded.

**All benefits are dependent upon eligibility.

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Notice to Applicants

PNNL lists the full pay range for the position in the job posting. Starting pay is calculated from the minimum of the pay range and actual placement in the range is determined based on an individual’s relevant job-related skills, qualifications, and experience. This approach is applicable to all positions, with the exception of positions governed by collective bargaining agreements and certain limited-term positions which have specific pay rules.

As part of our commitment to fair compensation practices, we do not ask for or consider current or past salaries in making compensation offers at hire. Instead, our compensation offers are determined by the specific requirements of the position, prevailing market trends, applicable collective bargaining agreements, pay equity for the position type, and individual qualifications and skills relevant to the performance of the position.

Minimum Salary

USD $86,700.00/Yr.

Maximum Salary

USD $134,200.00/Yr.