State of Washington
Human Resources Business Partner
State of Washington, Olympia, Washington, United States, 98502
Salary:
$80,000.00 - $104,000.00 Annually Location :
Thurston County - Olympia, WA Job Type:
Exempt Remote Employment:
Flexible/Hybrid Job Number:
2025-06633 Department:
Office of Financial Management Division:
OFM Human Resources Opening Date:
09/24/2025 Closing Date:
10/5/2025 11:59 PM Pacific
Description Hybrid:
Our physical office is in Olympia, WA. We offer flexible work schedules and locations. This is a hybrid position where most of the work allows teleworking. However, you will need to travel to in-person activities, meetings, and events according to business needs.
Why work for OFM
The (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 Office of Financial Management (OFM) is seeking a strategic and people-focused Human Resources Business Partner (HRBP) to join our dedicated HR team supporting OFM, the Governor's Office, and affiliated agencies. In this impactful role, you'll be a trusted advisor to both leadership and staff-offering expert guidance on workforce strategy, organizational change, and employee relations. Your voice will help shape key decisions and influence agency practices that promote a culture of inclusion, growth, and high performance.
As an HRBP, you'll play a vital role in aligning people strategies with agency goals, navigating complex personnel matters, and driving continuous improvement across HR systems and services. You'll be part of a collaborative, mission-driven environment where your insights and leadership contribute directly to building a stronger, more resilient public workforce.
If you're passionate about empowering others, fostering positive organizational culture, and making a lasting impact through your work, we invite you to bring your expertise to a team that values innovation, integrity, and connection. Partner with leadership, support our people, and help us grow stronger-together.
Duties
What you will work on
Provide strategic consultation to various assigned divisions and agencies. Offer risk-based advice to customers with options that meet the unique organizations' needs while complying with rules, policies, procedures, RCW, WACs, and federal laws. Provide consultation and support on performance development, corrective action, disciplinary and coaching efforts. Engage in strategic planning with agency leaders to ensure HR elements are considered and utilized in forming business and hiring plans. Partner with business leaders to assess human resource needs by planning, developing, and implementing strategies to promote effective relationships and to resolve problems. Draft and/or review letters associated with corrective or disciplinary issues. Provide guidance on content and appropriate level of action. Conduct administrative investigations, prepare documentation, and consult with Appointing Authorities on next steps. Train, advise and consult managers and supervisors in position description development and changes. Advise and consult on classification and compensation rules and policies and carry out allocation actions. Advise on setting exempt salary ranges, salary for new hires, and salary adjustments. Advice and assist employees through the protected leave process, and certify employees within laws, policies, and requirements. Qualifications What we need you to bring
Required Qualifications:
Experience in strategic HR consultation to leadership and managers, including providing risk-based options aligned with organizational goals. Knowledge of state and federal employment laws, including RCWs, WACs, and related HR policies and procedures. Ability to evaluate and allocate positions within Washington General Service (WGS) and exempt structures. Experience advising on performance development, coaching, corrective, and disciplinary actions. Skill in conducting administrative investigations, documenting findings, and advising appointing authorities on next steps. Experience developing and reviewing position descriptions in collaboration with managers and supervisors. Ability to interpret and apply classification and compensation rules and policies in diverse, complex situations. Knowledge of salary setting practices, including starting pay and salary adjustments. Ability to engage in workforce planning, contributing HR insights to strategic and operational plans. Strong interpersonal and communication skills to build relationships and consult effectively across varied audiences. Ability to draft or review correspondence related to HR actions (e.g., corrective/disciplinary letters). Commitment to equity, inclusion, and respectful workplace principles, with demonstrated application in HR practices. Demonstrated success in building trust and strong partnerships across all levels of the organization. Desired Qualifications:
Experience navigating sensitive or high-profile personnel matters with discretion and sound judgment. Ability to analyze HR trends and metrics to inform strategic decisions and anticipate workforce needs. Skill in change management or organizational development, particularly as it relates to HR systems or practices. Proficiency with HR information systems (HRIS) and tools such as HRMS, NEOGOV, or similar platforms. Experience drafting or contributing to HR policies, procedures, or internal guidance documents. 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 Pagefor 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 Tuition reimbursement 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 is going to read it. We do not use AI or other technology that screens your application and rejects it. Please be sure to provide clear and 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 need reasonable accommodation in applying, please call 7-1-1 or 1-800-833-6384.
When completing your application, we encourage you to attach all of the following
:
Cover letter:
describing your experience, skills, and contributions you will bring to this leadership role, along with the values you will bring to the team and organization if you are chosen for this position. Resume:
that details your applicable experience and education. References:
At least three professional references with current phone numbers.
Questions:
OFM's 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
The Office of Financial Management is an equal opportunity employer. We strive to create a working environment that includes and respects cultural, racial, ethnic, sexual orientation and gender identity diversity. Women, racial and ethnic minorities, persons of disability, 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 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. That's 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 (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 (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 , 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
Family and Medical Leave Act (FMLA) Leave Without Pay
Please visit the State HR Website for more detailed information regarding benefits.
Updated 07-21-2025 01
Please describe your experience providing HR consultation as it relates to this position. Include the types of HR issues you advised on, the level(s) of leadership or management you worked with (e.g., front-line supervisors, senior executives, staff), and how your consultation supported organizational goals or mitigated risk. If you do not have this experience, type N/A. 02
Please select all that apply. I have experience with the following:
Advising on performance development, coaching, corrective, and disciplinary actions. Conducting administrative investigations, documenting findings, and advising appointing authorities on next steps. Developing and reviewing position descriptions in collaboration with managers and supervisors. Interpreting and applying classification and compensation rules and policies in diverse, complex situations. Salary setting practices, including starting pay and salary adjustments. Drafting and reviewing correspondence related to HR actions (e.g., corrective/disciplinary letters). Consulting and processing protected leave. None of these Apply
03
How have you made HR processes more equitable in your role as an HR consultant. What specific barriers did you identify, and what actions did you take to ensure the process was fair and inclusive? If you do not have this experience, type N/A. 04
Can you provide a specific example of how you have developed or implemented HR strategies that directly supported key business objectives (e.g., succession planning or organizational restructuring, talent acquisition, employee engagement, or retention)? Include details on the strategy, your role, and measurable outcomes. 05
How did you first learn about this job opportunity?
Word of mouth (e.g., friends, family, neighbor, etc.) OFM employee Other State employee Business Resource Group (BRG's) Career fair event Careers.wa.gov DeafNation Public job sites (e.g., Indeed, LinkedIn, Handshake, ZipRecruiter, Glassdoor, Monster, etc.) WorkSource Office or similar OFM website governmentjobs.com Other
06
If you selected OFM or State employee, BRG, Career Fair event, or Other on the previous question, please list the name of the person and/or organization in the space below, otherwise type NA. Required Question
$80,000.00 - $104,000.00 Annually Location :
Thurston County - Olympia, WA Job Type:
Exempt Remote Employment:
Flexible/Hybrid Job Number:
2025-06633 Department:
Office of Financial Management Division:
OFM Human Resources Opening Date:
09/24/2025 Closing Date:
10/5/2025 11:59 PM Pacific
Description Hybrid:
Our physical office is in Olympia, WA. We offer flexible work schedules and locations. This is a hybrid position where most of the work allows teleworking. However, you will need to travel to in-person activities, meetings, and events according to business needs.
Why work for OFM
The (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 Office of Financial Management (OFM) is seeking a strategic and people-focused Human Resources Business Partner (HRBP) to join our dedicated HR team supporting OFM, the Governor's Office, and affiliated agencies. In this impactful role, you'll be a trusted advisor to both leadership and staff-offering expert guidance on workforce strategy, organizational change, and employee relations. Your voice will help shape key decisions and influence agency practices that promote a culture of inclusion, growth, and high performance.
As an HRBP, you'll play a vital role in aligning people strategies with agency goals, navigating complex personnel matters, and driving continuous improvement across HR systems and services. You'll be part of a collaborative, mission-driven environment where your insights and leadership contribute directly to building a stronger, more resilient public workforce.
If you're passionate about empowering others, fostering positive organizational culture, and making a lasting impact through your work, we invite you to bring your expertise to a team that values innovation, integrity, and connection. Partner with leadership, support our people, and help us grow stronger-together.
Duties
What you will work on
Provide strategic consultation to various assigned divisions and agencies. Offer risk-based advice to customers with options that meet the unique organizations' needs while complying with rules, policies, procedures, RCW, WACs, and federal laws. Provide consultation and support on performance development, corrective action, disciplinary and coaching efforts. Engage in strategic planning with agency leaders to ensure HR elements are considered and utilized in forming business and hiring plans. Partner with business leaders to assess human resource needs by planning, developing, and implementing strategies to promote effective relationships and to resolve problems. Draft and/or review letters associated with corrective or disciplinary issues. Provide guidance on content and appropriate level of action. Conduct administrative investigations, prepare documentation, and consult with Appointing Authorities on next steps. Train, advise and consult managers and supervisors in position description development and changes. Advise and consult on classification and compensation rules and policies and carry out allocation actions. Advise on setting exempt salary ranges, salary for new hires, and salary adjustments. Advice and assist employees through the protected leave process, and certify employees within laws, policies, and requirements. Qualifications What we need you to bring
Required Qualifications:
Experience in strategic HR consultation to leadership and managers, including providing risk-based options aligned with organizational goals. Knowledge of state and federal employment laws, including RCWs, WACs, and related HR policies and procedures. Ability to evaluate and allocate positions within Washington General Service (WGS) and exempt structures. Experience advising on performance development, coaching, corrective, and disciplinary actions. Skill in conducting administrative investigations, documenting findings, and advising appointing authorities on next steps. Experience developing and reviewing position descriptions in collaboration with managers and supervisors. Ability to interpret and apply classification and compensation rules and policies in diverse, complex situations. Knowledge of salary setting practices, including starting pay and salary adjustments. Ability to engage in workforce planning, contributing HR insights to strategic and operational plans. Strong interpersonal and communication skills to build relationships and consult effectively across varied audiences. Ability to draft or review correspondence related to HR actions (e.g., corrective/disciplinary letters). Commitment to equity, inclusion, and respectful workplace principles, with demonstrated application in HR practices. Demonstrated success in building trust and strong partnerships across all levels of the organization. Desired Qualifications:
Experience navigating sensitive or high-profile personnel matters with discretion and sound judgment. Ability to analyze HR trends and metrics to inform strategic decisions and anticipate workforce needs. Skill in change management or organizational development, particularly as it relates to HR systems or practices. Proficiency with HR information systems (HRIS) and tools such as HRMS, NEOGOV, or similar platforms. Experience drafting or contributing to HR policies, procedures, or internal guidance documents. 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 Pagefor 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 Tuition reimbursement 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 is going to read it. We do not use AI or other technology that screens your application and rejects it. Please be sure to provide clear and 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 need reasonable accommodation in applying, please call 7-1-1 or 1-800-833-6384.
When completing your application, we encourage you to attach all of the following
:
Cover letter:
describing your experience, skills, and contributions you will bring to this leadership role, along with the values you will bring to the team and organization if you are chosen for this position. Resume:
that details your applicable experience and education. References:
At least three professional references with current phone numbers.
Questions:
OFM's 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
The Office of Financial Management is an equal opportunity employer. We strive to create a working environment that includes and respects cultural, racial, ethnic, sexual orientation and gender identity diversity. Women, racial and ethnic minorities, persons of disability, 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 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. That's 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 (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 (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 , 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
Family and Medical Leave Act (FMLA) Leave Without Pay
Please visit the State HR Website for more detailed information regarding benefits.
Updated 07-21-2025 01
Please describe your experience providing HR consultation as it relates to this position. Include the types of HR issues you advised on, the level(s) of leadership or management you worked with (e.g., front-line supervisors, senior executives, staff), and how your consultation supported organizational goals or mitigated risk. If you do not have this experience, type N/A. 02
Please select all that apply. I have experience with the following:
Advising on performance development, coaching, corrective, and disciplinary actions. Conducting administrative investigations, documenting findings, and advising appointing authorities on next steps. Developing and reviewing position descriptions in collaboration with managers and supervisors. Interpreting and applying classification and compensation rules and policies in diverse, complex situations. Salary setting practices, including starting pay and salary adjustments. Drafting and reviewing correspondence related to HR actions (e.g., corrective/disciplinary letters). Consulting and processing protected leave. None of these Apply
03
How have you made HR processes more equitable in your role as an HR consultant. What specific barriers did you identify, and what actions did you take to ensure the process was fair and inclusive? If you do not have this experience, type N/A. 04
Can you provide a specific example of how you have developed or implemented HR strategies that directly supported key business objectives (e.g., succession planning or organizational restructuring, talent acquisition, employee engagement, or retention)? Include details on the strategy, your role, and measurable outcomes. 05
How did you first learn about this job opportunity?
Word of mouth (e.g., friends, family, neighbor, etc.) OFM employee Other State employee Business Resource Group (BRG's) Career fair event Careers.wa.gov DeafNation Public job sites (e.g., Indeed, LinkedIn, Handshake, ZipRecruiter, Glassdoor, Monster, etc.) WorkSource Office or similar OFM website governmentjobs.com Other
06
If you selected OFM or State employee, BRG, Career Fair event, or Other on the previous question, please list the name of the person and/or organization in the space below, otherwise type NA. Required Question