HR Analytics & Systems Director (Internal Only)

HR Analytics & Systems Director (Internal Only)

Salary

$130,008.00 - $149,004.00 Annually

Location

Thurston County - Olympia, WA

Job Type

Agency Internal - Permanent

Remote Employment

Flexible/Hybrid

Job Number

2026-08243

Department

Office of Financial Management

Division

State Human Resources

Opening Date

10/09/2026

Closing Date

10/16/2026 12:00 PM Pacific

• Description
• Benefits
• Questions

Description

• This opportunity is open to current, internal OFM employees only.*

Why work for OFM

The Office of Financial Management (OFM) serves as the backbone of Washington state government. Our mission is to make our state a better place by connecting people, budgets, policies, data, and systems for state agencies and the Legislature. Our team includes budget advisors, researchers, and other experts, all dedicated public servants working towards an equitable future for every Washingtonian.

If you want to play a key role in enhancing how state government serves its citizens, you've found the right place. Join us in making a meaningful difference for every Washingtonian!

The job opportunity

As the HR (Human Resources) Analytics and Systems Director, you will provide enterprise leadership for State Human Resources' workforce data, analytics, human resources systems, and technology-enabled decision-support capabilities. State HR serves as the statewide authority for workforce policy and management, helping ensure HR practices are consistent, equitable, effective, and legally sound across Washington state agencies. In this role, you will establish enterprise approaches for workforce data governance and HR systems; oversee analytics, reporting, data quality, and system operations; and lead efforts to modernize HR technology. You will ensure State HR and agency partners have reliable, secure, accessible, and actionable workforce information and technology that supports effective workforce management and informed decision-making.

You will serve as a strategic advisor and subject-matter expert in workforce data, analytics, HR systems, and emerging HR technology. Working collaboratively with State HR, the Office of Financial Management, state agencies, technology partners, and other stakeholders, you will translate business needs into practical data, analytics, and system capabilities. Your analysis and recommendations will help executive and legislative leaders understand workforce trends, technology capabilities, and operational impacts and will inform statewide workforce policy, labor policy, and workforce strategy. This role offers an opportunity to shape how Washington uses workforce information and technology to support a responsive, equitable, and effective state workforce.

What you'll work on

Provide strategic and operational leadership for enterprise HR systems to ensure reliable service delivery, effective governance, appropriate controls, and alignment with statewide HR business needs

• Establish enterprise business priorities, governance structures, and strategic direction for statewide HR and Payroll systems.
• Provide oversight of HR system operations to support reliability, continuity, service quality, compliance, and effective risk management.
• Coordinate with IT Services, Statewide Accounting, OFM Legal, and agency partners to prioritize enhancements, resolve operational issues, and align enterprise needs.
• Lead evaluation and implementation of system modernization initiatives, upgrades, and technology improvements.

Lead statewide workforce analytics and data governance to ensure workforce information is accurate, secure, consistent, accessible, and useful for enterprise decision-making.

• Establish enterprise workforce data governance standards, stewardship practices, reporting methodologies, and data quality expectations.
• Direct development and delivery of workforce analytics, dashboards, reports, and decision-support products for State HR leadership, OFM, agencies, legislative audiences, and other authorized stakeholders.
• Ensure workforce data is accurate, consistent, appropriately maintained, and fit for intended use across reporting and system environments.
• Establish and oversee practices governing workforce data access, use, retention, sharing, and stewardship.

Provide executive consultation and enterprise leadership on workforce systems, policy implications, and statewide initiatives.

• Serve as a trusted advisor to State HR executive leadership, OFM divisions, and agency partners regarding workforce systems and strategic priorities.
• Translate complex workforce data, operational issues, and system impacts into actionable recommendations for executive audiences.
• Lead enterprise governance committees, advisory groups, and cross-agency collaborations related to workforce systems and analytics.
• Lead the design, administration, and continuous improvement of statewide employee engagement and exit surveys, pulse surveys, and translate findings into actionable insights that inform workforce planning and statewide workforce strategies.
• Provide objective workforce data and systems expertise to inform statewide workforce strategies, policies, legislative initiatives, labor relations matters, and organizational decisions.
• Advance enterprise workforce data literacy by building the capacity of executive leaders, HR professionals, workforce data consumers, and agency partners to interpret, evaluate, and responsibly apply workforce data and analytics to support evidence-based decisions, strategic workforce planning, and organizational effectiveness.

Lead and develop staff, cross-functional teams, and partnerships that support enterprise HR systems, analytics, and governance activities while fostering collaboration and shared accountability across organizations.

• Hire, supervise, mentor, and evaluate managers and professional staff.
• Establish performance expectations, organizational goals, and success measures aligned with strategic priorities.
• Direct workload prioritization and allocate staff resources to support enterprise initiatives and organizational objectives.
• Foster a culture of accountability, collaboration, innovation, and continuous improvement.

Direct resource planning and prioritization activities to maximize organizational capacity, align investments with strategic goals, and support sustainable delivery of enterprise HR and analytics services.

• Develop and manage section budget priorities, resource plans, and staffing strategies to support enterprise objectives.
• Establish priorities for enterprise initiatives, system enhancements, modernization activities, and analytics efforts based on business value, risk, and organizational capacity.
• Allocate staff, financial, and operational resources across competing priorities to maximize effectiveness and service delivery.
• Evaluate resource needs, organizational constraints, and long-term sustainability considerations when recommending strategic investments.

Lead enterprise workforce systems modernization efforts by establishing readiness priorities, governance frameworks, and business transformation initiatives that advance workforce operations, analytics, data management, and employee experience.

• Evaluate AI-enabled capabilities within enterprise workforce systems and assess alignment with statewide business requirements and workforce objectives.
• Provide strategic oversight and guidance regarding emerging technology solutions associated with Workday HCM and future workforce modernization initiatives.
• Identify opportunities to leverage automation, intelligent workflows, and AI-enabled functionality to improve service delivery, operational efficiency, and employee experience.
• Ensure modernization initiatives support long-term workforce strategy, organizational readiness, and sustainable business operations.

What we need you to bring

Required Qualifications:

• Progressively responsible experience leading HR systems, workforce analytics, policy, or enterprise programs in a mid- to large-sized organization, including experience managing large-scale initiatives with statewide or enterprise impact.
• Experience supervising, mentoring, and developing professional staff, including establishing expectations, fostering accountability, and supporting high performance and professional growth.
• Advanced ability to analyze complex workforce and organizational data; develop and test hypotheses; synthesize findings; identify trends and risks; and translate analysis into actionable, evidence-based recommendations.
• Demonstrated expertise in policy development and legislative analysis, including evaluating operational, fiscal, workforce, and systems impacts and translating policy requirements into effective business practices.
• In-depth knowledge of state civil service rules, collective bargaining agreements, and agency directives, with the ability to assess their implications for workforce administration, HR systems, and business processes.
• Strong political and organizational acumen, including the ability to understand governance structures, stakeholder dynamics, competing priorities, and authorizing environments and use that awareness to advance complex initiatives.
• Proven ability to build and sustain effective relationships, influence decision-makers, facilitate complex discussions, and align diverse stakeholders across agencies and disciplines toward shared objectives.
• Experience leading enterprise projects and programs through the full lifecycle, including planning, requirements development, implementation, testing, communications, change management, governance, risk mitigation, and post-implementation sustainability.
• Progressive experience implementing new technologies, services, or business capabilities, including evaluating emerging technologies, developing proof-of-concept initiatives, and assessing feasibility, scalability, and organizational impact.
• Demonstrated ability to operate effectively in complex, evolving, and ambiguous environments; establish structure where no predefined roadmap exists; and lead multidisciplinary teams in resolving challenging issues and achieving enterprise outcomes.
• Demonstrated ability to identify and assess emerging risks, control gaps, operational inefficiencies, and compliance vulnerabilities; conduct root cause analysis; evaluate cross-functional impacts; and develop practical, sustainable solutions that support continuous improvement.
• Experience providing enterprise leadership for workforce modernization and innovation initiatives, including workforce systems, data governance, analytics, automation, artificial intelligence, or business process improvement, with a focus on improving how workforce services are delivered, managed, and analyzed.
• Curious about themselves and others, who take responsibility for knowing their own strengths and weaknesses, and who use their learning to make government programs and processes more efficient and effective to serve all in Washington.
• Flexible, adaptable, customer-service focused, and willing and able to empathetically respond to the unique needs of the people we work with and serve.

Desired Qualifications:

• Master's degree in human resources, data analytics or other related fields
• Workday implementation experience
• Project Management/Change Management certifications
• HR/payroll enterprise modernization experience
• State government HR/payroll experience
• Experience with higher education workforce data
• Experience with enterprise technical systems

We are most interested in finding the best candidate for the job, and that candidate may be one from a less traditional background. Don't let doubts stop you from applying for this position. If you have transferable experience, please tell us about it or contact us with questions about the required qualifications and how your experience relates to them.

Supplemental Information

What we offer

At OFM, we foster a culture of integrity, innovation, inclusion, and belonging. We value both learned and lived experiences, believing that diversity makes us stronger. To support your health and well-being, we offer a variety of benefit programs for our employees.

Please visit our Recruitment Page for a full list of benefits available to employees. Here's a quick glance at some of the unique benefits that OFM offers:

• An environment of diversity, equity, inclusion, and belonging
• Medical, Dental, Vision, and Life Insurance
• 12 paid holidays, 14 paid vacation days (minimum), and 12 days of sick leave per year
• State retirement programs

Application Process:

Once you've decided to apply for a state government job, you'll complete an online application to showcase your qualifications. Keep in mind that once you submit the application, a real person will read it. We do not use AI or any other technology to screen your application and reject it. Please ensure you provide clear, detailed information about your work history so your qualifications can be accurately assessed. We will contact the top candidates directly to schedule interviews. If you require a reasonable accommodation during the application process, please call 7-1-1 or 1-800-833-6384.

When completing your application, please attach all of the following required documents:

• Cover letter: describing your qualifications for this specific position
• Resume: that details your applicable experience and education.
• References: at least three professional references and their current contact information.

Questions:

OFMs Staff ASL interpreter is available to all deaf and hard-of-hearing applicants. For questions about this recruitment or to request a reasonable accommodation in the application or interview process, please email us at TalentAcquisition@ofm.wa.gov.

The Office of Financial Management is an equal opportunity employer. We strive to create a working environment that includes and respects diversity in culture, race, ethnicity, sexual orientation, and gender identity. Women, racial and ethnic minorities, persons with disabilities, persons over 40 years of age, and disabled and Vietnam-era veterans are encouraged to apply.

This position is exempt from civil service rules.

For more information, please see WAC 357-19-195.

More than Just a Paycheck!

Employee benefits are not just about the kind of services you get, they are also about how much you may have to pay out of pocket. Washington State offers one of the most competitive benefits packages in the nation.

We understand that your life revolves around more than just your career. Like everyone, your first priority is ensuring that you and your family will maintain health and financial security. Thats why choice is a key component of our benefits package. We have a selection of health and retirement plans, paid leave, staff training and other compensation benefits that you can mix and match to meet your current and future needs.

Read about our benefits:

The following information describes typical benefits available for full-time employees who are expected to work more than six months. Actual benefits may vary by appointment type or be prorated for other than full-time work (e.g. part-time); view the job posting for benefits details for job types other than full-time.

Note: If the position offers benefits which differ from the following, the job posting should include the specific benefits.

Insurance Benefits

Employees and their families are covered by medical (including vision), dental and basic life insurance. There are multiple medical plans with affordable monthly premiums that offer coverage throughout the state.

Staff are eligible to enroll each year in a medical flexible spending account which enables them to use tax-deferred dollars toward their health care expenses. Employees are also covered by basic life and long-term disability insurance, with the option to purchase additional coverage amounts.

To view premium rates, coverage choice in your area and how to enroll, please visit the Public Employees Benefits Board (PEBB) website. The Washington Wellness program from the Health Care Authority works with PEBB to support our workplace wellness programs.

Dependent care assistance allows the employee to save pre-tax dollars for a child or elder care expenses.

Other insurance coverage for auto, boat, home, and renter insurance is available through payroll deduction.

The Washington State Employee Assistance Program promotes the health and well-being of employees.

Retirement and Deferred Compensation

State Employees are members of the Washington Public Employees Retirement System (PERS). New employees have the option of two employer contributed retirement programs. For additional information, check out the Department of Retirement Systems web site.

Employees also have the ability to participate in the Deferred Compensation Program (DCP). This is a supplemental retirement savings program (similar to an IRA) that allows you control over the amount of pre-tax salary dollars you defer as well as the flexibility to choose between multiple investment options.

Social Security

All state employees are covered by the federal Social Security and Medicare systems. The state and the employee pay an equal amount into the system.

Public Service Loan Forgiveness

If you are employed by a government or not-for-profit organization, and meet the qualifying criteria, you may be eligible to receive student loan forgiveness under the Public Service Loan Forgiveness Program.

Holidays

Full-time and part-time employees are entitled to paid holidays and one paid personal holiday per calendar year.

Note: Employees who are members of certain Unions may be entitled to additional personal leave day(s), please refer to position specific Collective Bargaining Agreements for more information.

Full-time employees who work full monthly schedules qualify for holiday compensation if they are employed before the holiday and are in pay status for at least 80 nonovertime hours during the month of the holiday; or for the entire work shift preceding the holiday.

Part-time employees who are in pay status during the month of the holiday qualify for the holiday on a pro-rata basis. Compensation for holidays (including personal holiday) will be proportionate to the number of hours in pay status in the month to that required for full-time employment, excluding all holiday hours. Pay status includes hours worked and time on paid leave.

Sick Leave

Full-time employees earn eight hours of sick leave per month. Overtime eligible employees who are in pay status for less than 80 hours per month, earn a monthly proportionate to the number of hours in pay status, in the month to that required for full-time employment. Overtime exempt employees who are in pay status for less than 80 hours per month do not earn a monthly accrual of sick leave.

Sick leave accruals for part-time employees will be proportionate to the number of hours in pay status, in the month to that required for full-time employment. Pay status includes hours worked, time on paid leave and paid holiday.

Vacation (Annual Leave)

Full-time employees accrue vacation leave at the rates specified in WAC 357-31-165(1) or the applicable collective bargaining agreement (CBA). Full-time employees who are in pay status for less than 80 nonovertime hours in a month do not earn a monthly accrual of vacation leave.

Part-time employees accrue vacation leave hours in accordance with WAC 357-31-165(1) or the applicable collective bargaining agreement (CBA) on a pro rata basis. Vacation leave accrual will be proportionate to the number of hours in pay status, in the month to that required for full-time employment.

Pay status includes hours worked, time on paid leave and paid holiday.

As provided in WAC 357-58-175, an employer may authorize a lump-sum accrual of vacation leave or accelerate the vacation leave accrual rate to support the recruitment and/or retention of a candidate or employee for a Washington Management Service position. Vacation leave accrual rates may only be accelerated using the rates established WAC 357-31-165.

Note: Most agencies follow the civil service rules covering leave and holidays for exempt employees even though there is no requirement for them to do so. However, agencies are required to adhere to the applicable RCWs pertaining holidays and leave.

Military Leave

Washington State supports members of the armed forces with 21 days paid military leave per year.

Bereavement Leave

Most employees whose family member or household member dies, or for loss of pregnancy, are entitled to five (5) days of paid bereavement leave. In addition, the employer may approve other available leave types for the purpose of bereavement leave.

Additional Leave

Leave Sharing

Parental Leave

Family and Medical Leave Act (FMLA)

Leave Without Pay

Please visit the State HR Website for more detailed information regarding benefits.

Updated 01-07-2026

01

The application process requires that you attach a cover letter detailing how you meet the qualifications of this position and a resume. Please check your attachments and click below to indicate you have attached the required documentation.

• Yes, I have attached a cover letter and a resume.
• No, I have not attached a cover letter and a resume.

02

Describe a large-scale HR, workforce, systems, or enterprise initiative you led. Explain your role, how you aligned stakeholders, managed risks and change, and the measurable outcomes achieved.

03

Describe a complex workforce or organizational challenge you addressed using data analysis, policy interpretation, or risk assessment. Explain your analysis, recommendations, consideration of compliance requirements, and results.

04

Describe an initiative you led to modernize workforce services, HR systems, analytics, technology, or business processes. Explain how you evaluated solutions, managed implementation and organizational change, and measured results and long-term sustainability.

Required Question

Employer State of Washington

Address View Job Posting for Agency Information

View Job Posting for Location, Washington, 98504

Website http://www.careers.wa.gov