State of Washington
Human Resources Systems Manager (WMS02) Olympia
State of Washington, Olympia, Washington, United States, 98502
Salary:
$97,469.00 - $121,836.00 Annually Location :
Thurston County - Olympia, WA Job Type:
Full Time - Permanent Remote Employment:
Flexible/Hybrid Job Number:
2025-05235 Department:
Dept of Children, Youth, and Families Division:
Human Resources Opening Date:
08/07/2025 Closing Date:
8/17/2025 11:59 PM Pacific
Description Our vision is to ensure that "Washington state's children and youth grow up safe and healthy-thriving physically, emotionally and academically, nurtured by family and community."
Job Title:
Human Resources Systems Manager (WMS02) Location : Olympia, WA/This position is primarily telework (remote) but may need to go into the office for the occasional meeting or event Closes:
August 17th, 2025 Salary:
$97,469 - $121,836 Annually
The HR Systems Manager is a newly established position that will be responsible for evaluating, planning for and ensuring operational support is provided in the areas of HR data structure, extraction and connections to other internal agency systems and programs; auditing and centralized keying and/or direct oversite of system employment actions across the agency comprised of approximately 5,400 employees. This position is responsible to ensure assigned areas are managed within applicable Federal and State law, all agency collective bargaining agreements, WAC rules, and RCWs. Directs, guides, and implements human resource best practices and consultation strategies are executed and applied to ensure consistency state-wide.
This position provides leadership, management, and oversite in the daily operations of a large-scale mission critical enterprise application, HRMS. This requires a high degree of technical knowledge along with ability to interpret and apply policy, rules, and laws, which is essential to the day-to-day operation and the management of the statewide DCYF HRMS team. The position currently manages a workforce of five staff, which completes 100% of the agencies position actions within HRMS, which impacts data surrounding the agency's organization structure, which impacts agency budget and leave allotments. Additionally, the HRMS unit is responsible for the entry and accuracy of personnel actions agency wide. Furthermore, is responsible for providing training related to review and use of data contained in the enterprise system to HR staff, completing data audits to ensure accuracy of information entered into the system, and provides expert level consultation to agency executives, managers, and professional HR staff. This position is also responsible for identifying impacts from policy and rule changes, and developing implementation plans while working with business partners. This position is relied upon to ensure the agency is in compliance with rules, laws, and policies that impact personnel and positions, such as compensation related to minimum wage laws, ensuring general wage increases and other collective bargaining decisions are implemented accurately and fairly.
Click here to learn more about DCYF.
More about this Opportunity: Lead, Manage, and Mentor HRMS Team Members:
Collaborate with each team member to identify opportunities for growth in view of unit requirements/strategy as well as their particular development needs. Set standards and objectives for performance and growth, to include identify strategies for implementation. Identify resources to enhance professional growth. Mentor/develop/coach HRMS team members to achieve performance standards and development objectives. This includes supporting their growth via regular one-on-one meetings as well as monitoring performance within established standards and objectives. Document goals, directives, and feedback including annual performance development plans. Provide prompt, ongoing affirmative and constructive feedback on performance as appropriate. Provide guidance on complex issues, helping to ensure HRMS team members are applying accurate and consistent decisions and agency practice. Manage Human Resource Management System Team:
Directly oversee and manage service delivery of professional and para-professional staff responsible for the following statewide human resource activities.
Administration of personnel, position, and organization structure processes. Accurate and timely administration of all personnel, position, and org management actions. Administration and use of the Human Resource Management System. Administration of HR data requests, both internal and external. Provides statewide consultation and guidance related to the HRMS system, relevant rules, and data retrieved from the system. Provides guidance on system needs and impacts relevant to business decisions across the agency. Provides expert consultation.
Provide precedent-setting and legally impactful expert consultation and advice to agency leadership, HR staff members, and employees on information contained in HR systems, including HRMS. Utilize extensive knowledge of the legal requirements surrounding the information and data contained in the HR systems through staying current with new laws, case law, collective bargaining agreements, and best practices. Provide subject matter expertise and guidance to agency leadership, and HR field operations staff members for their development and utilization in counseling agency managers and employees. Participate in meetings representing HR and the HRMS team with internal and external stakeholders. Responsible for evaluating data entered and contained within HRMS and other data systems, such as agency dashboards. Continually make recommendations for process improvements and revisions related to HR systems and HRMS with a strategic mindset focused on impacts to major business functions that have an impact statewide. Lead and participate in quality improvement activities while representing the HRMS functions and team. HR Data Integrity:
Accountable for data integrity to include quality, accurate, security and usability of employee data and related interfaces by leading the establishment of adequate processes and audits, to include collaborating with numerous business owners and downstream users. Represent the agency internally and externally on multi-division and/or multi-agency task forces/committees in the establishment, modification, and implementation of statewide HR direction related to HR technical systems development and management:
HR HRMS technical business owner; collaborating with internal and external stakeholders to ensure that the system meets the needs of users and issues and updates are being addressed.
Required Qualification:
Bachelor's degree or higher with major study in HR management, Business, Public Administration, social or organizational behavioral sciences, or related field from an accredited college or university whose accreditation is recognized by the U.S. Department of Education and the Council for Higher Education Accreditation (CHEA) AND
Five (5) years of progressively responsible, subject matter expert consultation in:
Human Resource Information Systems. Experience and ability to analyze complex problems and develop solutions related to human resource issues.
Commitment to equity, inclusion, and respectful workplace principles. AND
Three (3) or more years of experience directly supervising or leading a team of HR professionals. NOTE : Experience will substitute year for year for education.
In addition to those required qualifications, our ideal applicant will also have some or all of the following knowledge of:
Three (3) years or more experience using the following programs: HRMS. Five (5) years or more experience using the enterprise-wide Human Resource Management Systems (HRMS)application to enter data related to our agency's employees and positions. Experience in retrieving and analyzing data received from this system in connection to agency's strategic goals, customer needs, and information requests received. Experience as a professional HR generalist. Demonstrated conflict resolution and facilitation skills. Experience supervising others and leading a team. Knowledge of WAC, RCW, CBA, and Administrative Policies relating to all three programs administered. Highly skilled in providing written and oral guidance to diverse audiences. How to apply: Complete your applicant profile and attach the following documents:
Letter of interest describing how you meet the specific qualifications for this position. Current resume detailing experience and education. Supplemental Information: The Department of Children, Youth, and Families (DCYF) is committed to Washington's children and youth growing up safe, healthy, and thriving. We invite all candidates to join us in our mission to create a diverse and equitable workplace that reflects the communities we serve. If you are excited about this role but you believe that your education and/or experience might not align perfectly with every qualification in the job posting, we encourage you to apply anyway.
The Department of Children, Youth, and Families (DCYF) is an equal opportunity employer and does not discriminate on the basis of age, sex, marital status, sexual orientation, race, creed, color, national origin, honorably discharged veteran or military status, or the presence of any sensory, mental, or physical disability or the use of a trained service animal by a person with a disability.
Applicants who meet the minimum qualifications and wish to claim Veteran's Preference
MUST
attach a copy of their DD214 or NGB Form 22, or other verification of military service. Please blackout (redact) the social security number before attaching any documents. For additional information on Veteran's Preference and guidance on how to determine if you are eligible, .
If you have any questions pertaining to this recruitment or if you would like to request an accommodation throughout the application/interview process, contact the Steven Loduha (Talent Acquisition Manager) atIf you're experiencing technical difficulties creating, accessing or completing your application, call NEOGOV toll-free at (855)524-5627 or email .
Persons needing accommodation in the application process or this announcement in an alternative format may call (360) 902-2276 or the Telecommunications Device for the Deaf (TDD) at (800) 833-6388. 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
$97,469.00 - $121,836.00 Annually Location :
Thurston County - Olympia, WA Job Type:
Full Time - Permanent Remote Employment:
Flexible/Hybrid Job Number:
2025-05235 Department:
Dept of Children, Youth, and Families Division:
Human Resources Opening Date:
08/07/2025 Closing Date:
8/17/2025 11:59 PM Pacific
Description Our vision is to ensure that "Washington state's children and youth grow up safe and healthy-thriving physically, emotionally and academically, nurtured by family and community."
Job Title:
Human Resources Systems Manager (WMS02) Location : Olympia, WA/This position is primarily telework (remote) but may need to go into the office for the occasional meeting or event Closes:
August 17th, 2025 Salary:
$97,469 - $121,836 Annually
The HR Systems Manager is a newly established position that will be responsible for evaluating, planning for and ensuring operational support is provided in the areas of HR data structure, extraction and connections to other internal agency systems and programs; auditing and centralized keying and/or direct oversite of system employment actions across the agency comprised of approximately 5,400 employees. This position is responsible to ensure assigned areas are managed within applicable Federal and State law, all agency collective bargaining agreements, WAC rules, and RCWs. Directs, guides, and implements human resource best practices and consultation strategies are executed and applied to ensure consistency state-wide.
This position provides leadership, management, and oversite in the daily operations of a large-scale mission critical enterprise application, HRMS. This requires a high degree of technical knowledge along with ability to interpret and apply policy, rules, and laws, which is essential to the day-to-day operation and the management of the statewide DCYF HRMS team. The position currently manages a workforce of five staff, which completes 100% of the agencies position actions within HRMS, which impacts data surrounding the agency's organization structure, which impacts agency budget and leave allotments. Additionally, the HRMS unit is responsible for the entry and accuracy of personnel actions agency wide. Furthermore, is responsible for providing training related to review and use of data contained in the enterprise system to HR staff, completing data audits to ensure accuracy of information entered into the system, and provides expert level consultation to agency executives, managers, and professional HR staff. This position is also responsible for identifying impacts from policy and rule changes, and developing implementation plans while working with business partners. This position is relied upon to ensure the agency is in compliance with rules, laws, and policies that impact personnel and positions, such as compensation related to minimum wage laws, ensuring general wage increases and other collective bargaining decisions are implemented accurately and fairly.
Click here to learn more about DCYF.
More about this Opportunity: Lead, Manage, and Mentor HRMS Team Members:
Collaborate with each team member to identify opportunities for growth in view of unit requirements/strategy as well as their particular development needs. Set standards and objectives for performance and growth, to include identify strategies for implementation. Identify resources to enhance professional growth. Mentor/develop/coach HRMS team members to achieve performance standards and development objectives. This includes supporting their growth via regular one-on-one meetings as well as monitoring performance within established standards and objectives. Document goals, directives, and feedback including annual performance development plans. Provide prompt, ongoing affirmative and constructive feedback on performance as appropriate. Provide guidance on complex issues, helping to ensure HRMS team members are applying accurate and consistent decisions and agency practice. Manage Human Resource Management System Team:
Directly oversee and manage service delivery of professional and para-professional staff responsible for the following statewide human resource activities.
Administration of personnel, position, and organization structure processes. Accurate and timely administration of all personnel, position, and org management actions. Administration and use of the Human Resource Management System. Administration of HR data requests, both internal and external. Provides statewide consultation and guidance related to the HRMS system, relevant rules, and data retrieved from the system. Provides guidance on system needs and impacts relevant to business decisions across the agency. Provides expert consultation.
Provide precedent-setting and legally impactful expert consultation and advice to agency leadership, HR staff members, and employees on information contained in HR systems, including HRMS. Utilize extensive knowledge of the legal requirements surrounding the information and data contained in the HR systems through staying current with new laws, case law, collective bargaining agreements, and best practices. Provide subject matter expertise and guidance to agency leadership, and HR field operations staff members for their development and utilization in counseling agency managers and employees. Participate in meetings representing HR and the HRMS team with internal and external stakeholders. Responsible for evaluating data entered and contained within HRMS and other data systems, such as agency dashboards. Continually make recommendations for process improvements and revisions related to HR systems and HRMS with a strategic mindset focused on impacts to major business functions that have an impact statewide. Lead and participate in quality improvement activities while representing the HRMS functions and team. HR Data Integrity:
Accountable for data integrity to include quality, accurate, security and usability of employee data and related interfaces by leading the establishment of adequate processes and audits, to include collaborating with numerous business owners and downstream users. Represent the agency internally and externally on multi-division and/or multi-agency task forces/committees in the establishment, modification, and implementation of statewide HR direction related to HR technical systems development and management:
HR HRMS technical business owner; collaborating with internal and external stakeholders to ensure that the system meets the needs of users and issues and updates are being addressed.
Required Qualification:
Bachelor's degree or higher with major study in HR management, Business, Public Administration, social or organizational behavioral sciences, or related field from an accredited college or university whose accreditation is recognized by the U.S. Department of Education and the Council for Higher Education Accreditation (CHEA) AND
Five (5) years of progressively responsible, subject matter expert consultation in:
Human Resource Information Systems. Experience and ability to analyze complex problems and develop solutions related to human resource issues.
Commitment to equity, inclusion, and respectful workplace principles. AND
Three (3) or more years of experience directly supervising or leading a team of HR professionals. NOTE : Experience will substitute year for year for education.
In addition to those required qualifications, our ideal applicant will also have some or all of the following knowledge of:
Three (3) years or more experience using the following programs: HRMS. Five (5) years or more experience using the enterprise-wide Human Resource Management Systems (HRMS)application to enter data related to our agency's employees and positions. Experience in retrieving and analyzing data received from this system in connection to agency's strategic goals, customer needs, and information requests received. Experience as a professional HR generalist. Demonstrated conflict resolution and facilitation skills. Experience supervising others and leading a team. Knowledge of WAC, RCW, CBA, and Administrative Policies relating to all three programs administered. Highly skilled in providing written and oral guidance to diverse audiences. How to apply: Complete your applicant profile and attach the following documents:
Letter of interest describing how you meet the specific qualifications for this position. Current resume detailing experience and education. Supplemental Information: The Department of Children, Youth, and Families (DCYF) is committed to Washington's children and youth growing up safe, healthy, and thriving. We invite all candidates to join us in our mission to create a diverse and equitable workplace that reflects the communities we serve. If you are excited about this role but you believe that your education and/or experience might not align perfectly with every qualification in the job posting, we encourage you to apply anyway.
The Department of Children, Youth, and Families (DCYF) is an equal opportunity employer and does not discriminate on the basis of age, sex, marital status, sexual orientation, race, creed, color, national origin, honorably discharged veteran or military status, or the presence of any sensory, mental, or physical disability or the use of a trained service animal by a person with a disability.
Applicants who meet the minimum qualifications and wish to claim Veteran's Preference
MUST
attach a copy of their DD214 or NGB Form 22, or other verification of military service. Please blackout (redact) the social security number before attaching any documents. For additional information on Veteran's Preference and guidance on how to determine if you are eligible, .
If you have any questions pertaining to this recruitment or if you would like to request an accommodation throughout the application/interview process, contact the Steven Loduha (Talent Acquisition Manager) atIf you're experiencing technical difficulties creating, accessing or completing your application, call NEOGOV toll-free at (855)524-5627 or email .
Persons needing accommodation in the application process or this announcement in an alternative format may call (360) 902-2276 or the Telecommunications Device for the Deaf (TDD) at (800) 833-6388. 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