Organizational Change and Transition Management Officer

Organizational Change and Transition Management Officer

Salary

$155,000.00 - $175,000.00 Annually

Location

Thurston County - Olympia, WA

Job Type

Exempt

Remote Employment

Flexible/Hybrid

Job Number

2026-07203

Department

Office of Financial Management

Division

One Washington

Opening Date

09/10/2026

Closing Date

9/24/2026 11:59 PM Pacific

• Description
• Benefits
• Questions

Description

Please note: The starting salary offer will be determined based on the successful candidates' qualifications within the budgeted salary range of $155,000 - $175,000 annually. However, there is the potential for longevity, growth, and salary progression for the individual once employed.

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

The Organizational Change and Transition Management Officer leads organizational change management (OCM) for the One Washington Program, supporting employees, leaders, agencies, and other partners through the organizational, process, and technology changes. This position develops and implements an integrated change management strategy that aligns workforce readiness, communications, training, business partner engagement, and adoption with program priorities and implementation milestones. The role establishes effective practices for assessing change impacts, organizational readiness, adoption, and change-related risks, while ensuring that the needs of employees and agencies stakeholders are considered throughout the transformation.

The position provides strategic guidance to program leaders and managers on employee engagement, leadership readiness, organizational impacts, and workforce resilience. Working across program and agency teams, the position identifies barriers to successful change and develops practical, inclusive approaches that strengthen communication, trust, engagement, and organizational readiness. Success in this role requires strong relationship-building, collaboration, communication, and change leadership skills, along with the ability to navigate complex environments and help diverse business partners understand, adopt, and sustain new processes, systems, and ways of working.

One Washington (OneWA), led by the Office of Financial Management, is an enterprise-wide transformation project focused on replacing 1960s-era technology with a cloud-based Workday solution for finance, procurement, budget, HR, and payroll processes. . The project's core business hours are Monday through Friday, and all project positions are full-time. We offer some flexibility in schedules, subject to core business hours and prior supervisory approval. However, it is very common to work beyond the typical 40-hour workweek to meet the rigorous operational needs and business deliverables required for the go-live timelines.

What you'll work on:

OCM Strategy, Governance, and Program Integration

• Leads the development, implementation, and continuous refinement of the One Washington Program's organizational change management (OCM) strategy and roadmap, integrating internal workforce and external agency/participant change efforts with program objectives, implementation milestones, and the ERP transformation lifecycle.
• Establishes OCM priorities, methodologies, governance practices, and standards and integrates management considerations into program planning, decision-making, transition governance, and implementation activities.

Readiness, Adoption, and Change Impact

• Lead the program-wide approach to organizational readiness and adoption, establishing frameworks and methodologies for participant analysis, change impact assessments, readiness assessments, adoption mapping, business readiness criteria, and change risk identification.
• Oversee the development and use of readiness metrics, heat maps, checklists, and other tools to identify organizational impacts and barriers to adoption and to inform mitigation strategies and leadership decisions.

Workforce and Organizational Change Leadership

• Provide strategic leadership and consultation on internal organizational change and workforce readiness, advising program leaders and managers on employee engagement, leadership capability, communication, change fatigue, organizational impacts, and workforce resilience.
• Lead employee listening, organizational assessments, and analysis of engagement and workforce data to identify barriers and develop strategies that strengthen trust, inclusion, engagement, and organizational effectiveness throughout the program lifecycle.

Communications, Training, and Capability Integration

• Lead an integrated approach to participant engagement, communications, training, and organizational capability building, partnering with program leadership and other workstream leaders to ensure coordinated support for internal and external audiences.
• Ensure change management, communications, training, and capability-building activities collectively prepare employees and partners to understand, adopt, and sustain new processes, systems, and ways of working.

OCM Function Leadership and Resource Management

• Provide leadership, supervision, and resource oversight for the One Washington OCM and Training functions, including direct supervision of the OCM Lead.
• Establish priorities, performance expectations, resource strategies, and delivery standards; provides coaching and performance management; and builds the capability of OCM and Training staff to meet evolving program and participant needs.

Measurement, Benefits Realization, and Continuous Improvement

• Establish and oversee measures of OCM effectiveness, readiness, adoption, and workforce impact, using data, employee, agency, and partner feedback, lessons learned, and program outcomes to evaluate progress and identify opportunities for improvement.
• Partner with program leadership to incorporate OCM measures into transition and benefits realization activities and provide recommendations to the Executive Program Director regarding risks, interventions, and strategies to achieve sustainable program outcomes.

What we need you to bring:

Required Qualifications:

Experience with:

• Leading organizational change and transition management for a large-scale ERP implementation or similarly complex enterprise technology transformation, including development and execution of OCM strategies, roadmaps, readiness and adoption approaches, participant engagement, and transition activities.
• Managing organizational transition initiatives in complex, multi-stakeholder environments involving significant changes to business processes, technology, organizational structures, roles, or ways of working.
• Developing and implementing enterprise-level change strategies that align organizational priorities, participant needs, implementation requirements, and intended business outcomes.
• Conducting or overseeing change impact assessments, organizational readiness assessments, adoption planning, participant analysis, and change risk analysis to identify and address barriers to successful implementation.
• Advising and influencing executive leaders, managers, and cross-functional teams on organizational change, workforce impacts, readiness, adoption, and transition considerations.
• Integrating organizational change management with communications, training, organizational capability building, program governance, and implementation planning.

Knowledge of:

• Governance and decision-making structures used to manage complex, multi-phase transformation programs, including the relationship among organizational readiness, transition, adoption, and benefits realization.
• Participant engagement principles and strategies for working with diverse internal and external groups with varying levels of influence, impact, readiness, and organizational interests.
• Data-informed approaches to organizational readiness, adoption, workforce engagement, and change effectiveness, including the use of metrics, dashboards, heat maps, readiness assessments, and other decision-support tools.

Skills in:

• Assessing organizational and participant impacts, identifying readiness and adoption risks, and developing practical strategies to address barriers to successful transition.
• Translating complex business, process, technology, and organizational changes into clear, actionable information and strategies for varied audiences.
• Advising, influencing, and coaching executive leaders, managers, project teams, and participants through complex and competing change priorities.
• Building alignment among diverse groups and facilitating resolution of competing perspectives and organizational interests.
• Applying quantitative and qualitative data, participant feedback, readiness assessments, and organizational insights to inform decisions and refine change strategies.
• Leading teams through ambiguity, evolving priorities, and sustained transformation while maintaining accountability for results.

Ability to:

• Integrate multiple sources of information, including readiness data, change impact assessments, stakeholder analysis, adoption measures, workforce insights, and program information, to identify patterns, interdependencies, and emerging risks and inform OCM decisions.
• Develop and adapt enterprise-level OCM strategies, roadmaps, frameworks, and measures throughout a multi-phase transformation as implementation conditions, organizational impacts, and readiness needs evolve.
• Evaluate OCM alternatives and their potential consequences and recommend approaches that support successful transition, adoption, operational continuity, and realization of intended program benefits.
• Operate effectively within complex program governance structures, recognizing when OCM issues can be resolved within established authority and when risks or decisions require escalation to executive or other appropriate authority.

Desired Qualifications:

Certification in organizational change management, such as Prosci, ACMP Certified Change Management Professional (CCMP), or another recognized change management credential.

Experience with:

• Working with Workday or another major enterprise resource planning (ERP) platform.
• Supervising and developing professional staff, including establishing priorities, assigning work, coaching employees, managing performance, and building team capacity.
• Developing and implementing enterprise readiness dashboards, heat maps, business readiness checklists, adoption measures, or similar program-level decision-support tools.
• Working within Agile, Waterfall, hybrid, or scaled Agile program delivery environments.
• Collaborating with consultants, vendors, or external OCM service providers.
• Working within complex public-sector, governmental, or highly regulated environments with multiple stakeholders and competing priorities.

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

Please indicate your current work authorization status in the United States:

• I am a U.S. citizen or lawful permanent resident (green card holder) authorized to work in the United States permanently.
• I hold a temporary work authorization visa (including F-1 OPT/CPT, H-1B, TN, etc.) or will require current or future sponsorship.

03

Describe your experience leading organizational change and transition management for a large-scale ERP or enterprise technology transformation. Include how you developed and executed OCM strategies, readiness and adoption activities, engaged business partners, and supported transitions involving significant changes to processes, technology, roles, or ways of working.

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