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Part Time Laborer Jobs in Washington (NOW HIRING)

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Part Time Laborer information

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$27

How much do part time laborer jobs pay per hour?

As of Jun 14, 2026, the average hourly pay for part time laborer in Washington is $20.49, according to ZipRecruiter salary data. Most workers in this role earn between $17.98 and $22.07 per hour, depending on experience, location, and employer.

What is the difference between Part Time Laborer vs Part Time Construction Worker?

AspectPart Time LaborerPart Time Construction Worker
CredentialsNone typically requiredNone typically required
Work EnvironmentVarious industries, general labor tasksConstruction sites, building projects
Industry UsageBroad, including landscaping, warehousingPrimarily construction and renovation
Common Search IntentCompare general labor rolesFocus on construction-related jobs

While both roles involve manual labor and often require no formal certifications, Part Time Laborers work across various industries performing general tasks, whereas Part Time Construction Workers focus specifically on construction sites and building projects. The main difference lies in the work environment and industry focus, with construction roles being more specialized within the construction sector.

What are the key skills and qualifications needed to thrive as a Part Time Laborer, and why are they important?

To thrive as a Part Time Laborer, you generally need physical stamina, reliability, and a high school diploma or equivalent. Familiarity with tools, basic machinery, and safety protocols is often required, with some employers preferring OSHA certification. Strong work ethic, teamwork, and good communication skills help you excel and adapt to changing tasks. These abilities are crucial for maintaining safety, productivity, and a positive work environment in labor-intensive settings.

What are some common challenges faced by part-time laborers, and how can they be managed effectively?

Part-time laborers often encounter challenges such as adjusting to varying schedules, balancing multiple jobs or responsibilities, and adapting quickly to different work environments. Effective communication with supervisors about availability and workload expectations can help manage scheduling issues. Additionally, staying organized and being proactive about safety practices ensures tasks are completed efficiently and safely, even when working fewer hours. Building good relationships with team members also helps create a supportive environment, making it easier to tackle day-to-day challenges.

What are part time laborers?

Part time laborers are workers who perform manual or physical tasks, such as moving materials, cleaning, landscaping, or assisting skilled tradespeople, but work fewer hours than full-time employees. Their schedules are typically flexible and may include evenings, weekends, or only a few days per week. Part time laborers often work in industries like construction, warehousing, maintenance, and event setup, and their responsibilities can vary depending on the employer's needs.
What are the most commonly searched types of Laborer jobs in Washington? The most popular types of Laborer jobs in Washington are:
What cities in Washington are hiring for Part Time Laborer jobs? Cities in Washington with the most Part Time Laborer job openings:
Part Time Laborer jobs near you
Employee Relations, Anti-Harassment (Part-Time)

Employee Relations, Anti-Harassment (Part-Time)

Business Management Associates, Inc.

Washington, DC • On-site

Part-time

Posted 27 days ago

Job description

Employee Relations / Anti-Harassment Specialist (Part-Time)
Position Summary
The Employee Relations / Anti-Harassment Specialist serves as a trusted advisor and subject matter expert responsible for administering employee relations programs, workplace conduct investigations, and anti-harassment initiatives in support of organizational compliance, employee engagement, and a respectful workplace culture. This role ensures adherence to federal employment regulations, agency policies, equal employment opportunity (EEO) standards, and workplace conduct expectations.
The incumbent partners with HR leadership, legal counsel, management, labor relations, and compliance stakeholders to address employee concerns, investigate allegations of harassment or misconduct, mitigate organizational risk, and foster a safe, inclusive, and accountable work environment.
Key Responsibilities
Employee Relations
  • Serve as primary point of contact for employee relations matters, including workplace conflict, performance concerns, conduct issues, policy interpretation, and disciplinary actions.
  • Provide guidance and coaching to managers and employees on employee relations best practices, corrective action, workplace expectations, and conflict resolution strategies.
  • Conduct intake assessments related to employee complaints, workplace disputes, retaliation concerns, interpersonal conflicts, and policy violations.
  • Partner with leadership to proactively identify workforce risks, organizational climate concerns, and emerging employee relations trends.
  • Support performance management processes, including documentation review, performance improvement plans (PIPs), counseling memoranda, and disciplinary recommendations.
  • Maintain confidential employee relations records and case documentation in accordance with agency and federal recordkeeping requirements.
Anti-Harassment / Workplace Investigations
  • Administer anti-harassment program activities, ensuring compliance with agency policy, federal anti-harassment requirements, and workplace conduct regulations.
  • Conduct prompt, impartial, and thorough investigations involving allegations of:
    • Harassment
    • Sexual harassment
    • Hostile work environment
    • Workplace bullying
    • Retaliation
    • Discrimination-related workplace conduct concerns
    • Employee misconduct
  • Interview complainants, witnesses, and accused employees; collect documentation; assess credibility; analyze findings; and prepare formal investigative reports.
  • Develop investigation summaries, recommendations, and risk mitigation strategies for leadership and legal stakeholders.
  • Coordinate with EEO, Office of General Counsel, Labor Relations, Security, and agency leadership as appropriate.
  • Track case status, response timelines, outcomes, and compliance metrics.
Policy, Compliance & Risk Management
  • Interpret and apply:
    • Federal employment laws
    • Agency employee conduct policies
    • Anti-harassment procedures
    • EEO guidance
    • Merit Systems Principles
    • Whistleblower protections
    • Federal labor relations frameworks (as applicable)
  • Ensure consistent application of policies across the workforce.
  • Identify compliance gaps and recommend policy or procedural enhancements.
  • Assist with audits, reporting requirements, compliance reviews, and internal controls related to workplace conduct programs.
Training & Prevention
  • Design, coordinate, or facilitate employee and manager training on:
    • Anti-harassment
    • Respectful workplace expectations
    • Bystander intervention
    • Workplace civility
    • Employee conduct standards
    • Retaliation awareness
    • Complaint reporting procedures
  • Support culture-building initiatives focused on accountability, inclusion, and psychological safety.
  • Analyze workplace trends and recommend preventative employee relations interventions.
Stakeholder Collaboration
  • Partner with:
    • Human Resources
    • EEO/DEIA teams
    • Legal counsel
    • Labor Relations
    • Security
    • Ethics/Compliance
    • Executive leadership
  • Provide strategic consultation on sensitive workforce matters.
  • Support agency leadership in mitigating employee relations and reputational risk.
Required Qualifications
  • Bachelor's degree in Human Resources, Business Administration, Public Administration, Industrial/Organizational Psychology, or related field.
  • 5+ years of progressive employee relations, workplace investigations, human resources, or labor relations experience.
  • Demonstrated experience conducting workplace misconduct and anti-harassment investigations.
  • Strong knowledge of:
    • Title VII
    • ADA
    • ADEA
    • FMLA
    • Federal employment regulations
    • EEO principles
    • Workplace investigation methodology
  • Experience preparing formal investigative reports and executive-level case summaries.
  • Exceptional interviewing, documentation, analytical, and conflict resolution skills.
  • Ability to handle highly sensitive and confidential matters with discretion.
Preferred Qualifications
  • Prior federal agency or government contractor experience.
  • Experience supporting anti-harassment programs in regulated environments.
  • Knowledge of federal employee relations frameworks and administrative processes.
  • SHRM-CP, SHRM-SCP, PHR, SPHR, or workplace investigation certification.
  • Familiarity with collective bargaining/labor relations environments.
  • Experience working with security-sensitive or highly regulated organizations.
Core Competencies
  • Employee Relations Expertise
  • Workplace Investigations
  • Risk Mitigation
  • Conflict Resolution
  • Policy Interpretation
  • Regulatory Compliance
  • Executive Communication
  • Confidentiality & Judgment
  • Stakeholder Management
  • Analytical Thinking
  • Training Facilitation
  • Documentation Excellence
Work Environment
This position is remote requiring the ability to manage sensitive employee matters professionally and in accordance with agency protocols.

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