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Overview

The EEO & Compliance (E & C) Specialist reports to the Deputy Director of Human Resources (HR) with additional oversight from the Chief Diversity Officer. The E & C Specialist is responsible for overseeing and integrating various regulatory and program management functions across the organization, particularly as they relate to HR and the overall organizational framework. This role ensures adherence to federal and state regulations and develops and oversees comprehensive programs related to EEO, more broadly HR assessments and records management, state law compliance, and PNNLs workplace substance abuse prevention program. The EEO & Compliance (E & C) Specialist will partner with the office of the Chief Diversity Officer and other departments across PNNL to maintain regulatory compliance and promote a safe and inclusive workplace.

Responsibilities

Equal Employment Opportunity (EEO) and Affirmative Action Plans (AAP):

• Develop and oversee EEO programs to ensure compliance with federal and state regulations.

• In partnership with the Culture and Belonging Consultant, and Chief Diversity Officer lead the development of the required Affirmative Action Plans. This includes partnering with Talent Acquisition by informing outreach and recruitment to address EEO goals.

• Manage and work with external consultants and collaborate internally to manage the EEO data.

• Develop and present EEO/Affirmative Action data to leadership early in each FY.

• Manage the end-to-end process required to review and update AAPs each year.

• Lead training and support on EEO policies and procedures.

• Support internal investigations of EEO complaints and grievances.

• Ensure periodic reporting and relationship building to regulatory bodies and management on EEO compliance status.

• Serve as key contributor to strategic planning and documentation as required by PNNL and or the Department of Energy.

• Serve as the point of contact and maintain effective relationships with external partners to support good faith effort relationships and communities of practice, corporate EEO liaisons, and third-party vendors.

• Respond to EEO data calls and inquiries.

Program Assessment:

• Lead the development and implementation of assessment frameworks and methodologies across various HR related programs.

• Conduct regular assessments to ensure program effectiveness and compliance with regulatory requirements.

• Analyze assessment data and provide recommendations for improvement.

• Coordinate with various departments to address assessment findings and implement corrective actions.

• Develop metrics and reporting systems to track the effectiveness of assessment programs.

Records Management:

• Develop and oversee records management policies and procedures for all of HR.

• Ensure compliance with federal, state, and organizational regulations for recordkeeping.

• Manage the lifecycle of records, including creation, maintenance, archiving, and disposal.

• Train staff on records management best practices and policies.

• Implement electronic records management systems to enhance efficiency and compliance.

• Ensure annual EEO data transparency requirements are completed on external web page, EEO posters & notices, etc.

Compliance:

• Provide leadership to HR and managers through demonstration of strong domain expertise to ensure that DEI initiatives, EEO guidelines, records and policies/procedures are understood and implemented.

• Develop an approach to sustainability monitor and interpret state laws and regulations relevant to the organization to assist HR departments to ensure compliance with all applicable state regulations including regular reviews and updates of policy and procedure.

• Develop and implement policies and procedures to maintain compliance.

• Conduct assessments and audits to evaluate EEO compliance. Lead audits relative to compliance i.e., OFCCP audit process, compliance reviews, compliance checks, which include internal audits, data preparation and interface with OFCCP officials.

Workplace Substance Abuse Prevention:

• Develop and manage substance abuse prevention and intervention programs in accordance with 10CFR 707 and DOE Prime Contract expectations.

• Conduct training and awareness sessions on substance abuse issues.

• Provide direction and coordinate Substance Abuse Testing and Evaluation Coordinator.

• Partner and provide support with Employee Relations for employees affected by substance abuse.

Qualifications

Minimum Qualifications:

• BS/BA and 7 years of relevant experience -OR-

• MS/MA or higher and 5 years of relevant experience

Preferred Qualifications:

• Proven experience in comprehending, adhering to, and overseeing Department of Labor (DOL) and Office of Federal Contract Compliance Programs (OFCCP) regulations within a government contractor setting.

• Demonstrated proficiency in handling and analyzing data, translating findings into actionable recommendations for management.

• Strong preference for candidates who have a passion for compliance and meticulous attention to detail.

• Proven track record in overseeing the performance of external vendors and consultants.

• Strong verbal communication skills and ability to present to employees at varying levels of the organization including senior management.

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, 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

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 .

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.

HSPD-12 PIV Credential Requirement

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.

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, 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.

Click Here For Rockstar Rewards (https://careers.pnnl.gov/rockstar-rewards)

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 $103,500.00/Yr.

Maximum Salary

USD $160,200.00/Yr.