Assistant Director, Human Resources
Apply NowCompany: State of Washington
Location: Tumwater, WA 98511
Description:
Salary: $125,000.00 - $165,120.00 Annually
Location : Thurston County - Tumwater, WA
Job Type: Exempt
Remote Employment: Flexible/Hybrid
Job Number: 2025-008
Department: Dept. of Revenue
Division: Human Resources
Opening Date: 04/16/2025
Closing Date: 4/30/2025 11:59 PM Pacific
Description
The Department of Revenue (DOR) is currently seeking to fill the Assistant Director of Human Resources in Tumwater, WA. This is a rare and exciting opportunity for a dynamic leader to serve in an amazing organization, doing meaningful work with a dedicated and professional team of human resources experts. This position serves as the director of the Human Resources division, which has 23 full-time employees who collectively support the agency's nearly 1500 employees.
Some of the programs that the Assistant Director of Human Resources division is responsible for include:
And is a key contributor to our equity program, culture of respect, Where We Work efforts and data driven principles.
DOR is a dynamic learning organization where you will experience a remarkable work-life balance, with amazing leadership and talented co-workers ready and focused to achieve the agency's goals. We value diverse perspectives and life experiences. We employ and serve people of all backgrounds including people of color, immigrants, refugees, LGBTQ+, people with disabilities, and veterans. We offer a generous benefits package that includes defined benefit retirement plans; health, dental and vision coverage, deferred compensation plans, and as a public service employee, you may also be eligible for student loan forgivenessVisit these links to watch our recruitment video to find out more about our agency and see what our employees sayabout why Revenue is a great place to work.
Duties
The Assistant Director of Human Resources, also known as the Human Resources Director, provides critical strategic guidance, direction, and consultation for the agency in the development of employee professional growth plans, recruitment and engagement, leadership development, operations for all employment records and processing, and influencing the core values of the agency culture. Principle responsibilities include labor relations management and negotiating settlement strategies, developing performance metrics for Human Resource strategic business plans, oversight and management of all agency policies and procedures, managing the administration of facility security and safety for all 14 DOR locations, and management of the agency Continuity of Operations Plan (COOP). This position serves as the agency's expert on personnel and human resources management policies and principles.
Qualifications
Demonstrated executive level expertise, accountability and experience in leadership and management of human resource administration. Expertise includes in-depth knowledge and both strategic and operational decision-making of the diverse employment laws, rules, and policies. Demonstrated experience implementing and facilitating strategic initiatives utilizing employee data to make organizational impacts. Ability to influence executive level leaders in strategies to achieve the organization's mission and vision. Demonstrated expertise and experience implementing organizational strategies to improve organizational equity and inclusion. Expertise in leading and managing teams and programs.
AND
Demonstrated competency in the following areas (competency may be gained through education, experience, or a combination thereof).
Strategic Planning: Proven ability to develop and implement HR strategic plans and ensure that all HR policies and practices reflect the organization's commitment to diversity, equity, inclusion, and belonging. Effective facilitation and collaboration with senior leaders that lead efforts having impacts to employees with the abilities to incorporate change management and communications.
People Management and Leadership: Ability to guide leadership development programs that foster continuous learning and professional growth for employees. Establish performance metrics and provide professional development opportunities that empower staff, build skills, and promote accountability, contributing to an engaged and effective workforce.
Decision-Making and Policy Impact: Demonstrated ability in creating, updating, and implementing policies that comply with federal, state, local employment laws and best practices.
Emotional Intelligence: Present a high level of emotional intelligence, with a proven ability to build relationships, communicate openly, and foster trust within the team and agency. Skilled in addressing complex HR issues sensitively, promoting collaboration, and resolving conflicts in a manner that strengthens the agency's culture.
Change Management: Ability to lead, influence and adjust to organizational change; demonstrated effective leadership and collaboration in developing change strategies, is an effective change agent; aligns changes with the organization's strategic direction and objectives.
Communication: Possess the demonstrated ability to clearly convey information, listen actively, and engage in groups from differing backgrounds, professions, and levels of positions. This requires the ability to present information in multiple modes such as written, graphically, and verbally.
Risk Management and Problem Solving: Expert knowledge of ethics, employment, HIPAA, disability, and medical leave laws as they relate to employment and ability to identify problems, think critically, and find innovative solutions that consider policy, law, culture, and systemic biases.
Preferred Qualifications:
To be considered:
Supplemental Information
Questions?
My name is Chuck, and I am here to assist you with this amazing opportunity. As a retired veteran and career state employee, I understand how important it is to find meaningful work, in an organization with strong values, a good culture, attractive benefits, and with a great work & life balance. We have all of this at Revenue. Please feel free to reach out to me with any questions that you may have or with any help you may need. My email is , or if you prefer, you may contact me by phone at (360) 704-5737.
To take advantage of Veteran's preference please attach your DD-214, member 4 long form, or your NGB-22. Please black out your social security number and date of birth before attaching.
The Department of Revenue is proud to be an equal opportunity employer. We embrace diversity and offer a respectful, inclusive culture for people with disabilities, as well as members of all protected groups and statuses. We encourage you to apply.
Prior to a new hire, a background check including criminal history will be conducted. Information from the background check will not necessarily preclude employment but will be considered in determining the applicant's suitability and competence to perform in the position.
If you need any assistance during the application process, please call the Human Resources Office at 360-704-5731. Applicants who are deaf or hard of hearing may call through the Washington Relay Service by dialing 7-1-1 or 1-800-833-6388.
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, are entitled to three (3) 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 12-31-2022
01
Although this opportunity may have telework options, you must reside in Washington State. Do you live in or plan to relocate to Washington State?
Required Question
Location : Thurston County - Tumwater, WA
Job Type: Exempt
Remote Employment: Flexible/Hybrid
Job Number: 2025-008
Department: Dept. of Revenue
Division: Human Resources
Opening Date: 04/16/2025
Closing Date: 4/30/2025 11:59 PM Pacific
Description
The Department of Revenue (DOR) is currently seeking to fill the Assistant Director of Human Resources in Tumwater, WA. This is a rare and exciting opportunity for a dynamic leader to serve in an amazing organization, doing meaningful work with a dedicated and professional team of human resources experts. This position serves as the director of the Human Resources division, which has 23 full-time employees who collectively support the agency's nearly 1500 employees.
Some of the programs that the Assistant Director of Human Resources division is responsible for include:
- Facility security and safety
- Employee wellness program
- Recruitment and retention program
- Employee performance, growth and development program
- Agency policy and procedure program
- Continuity of operations (COOP) plan
- Labor relations program
- Employment records
- Ethics Officer
And is a key contributor to our equity program, culture of respect, Where We Work efforts and data driven principles.
DOR is a dynamic learning organization where you will experience a remarkable work-life balance, with amazing leadership and talented co-workers ready and focused to achieve the agency's goals. We value diverse perspectives and life experiences. We employ and serve people of all backgrounds including people of color, immigrants, refugees, LGBTQ+, people with disabilities, and veterans. We offer a generous benefits package that includes defined benefit retirement plans; health, dental and vision coverage, deferred compensation plans, and as a public service employee, you may also be eligible for student loan forgivenessVisit these links to watch our recruitment video to find out more about our agency and see what our employees sayabout why Revenue is a great place to work.
Duties
The Assistant Director of Human Resources, also known as the Human Resources Director, provides critical strategic guidance, direction, and consultation for the agency in the development of employee professional growth plans, recruitment and engagement, leadership development, operations for all employment records and processing, and influencing the core values of the agency culture. Principle responsibilities include labor relations management and negotiating settlement strategies, developing performance metrics for Human Resource strategic business plans, oversight and management of all agency policies and procedures, managing the administration of facility security and safety for all 14 DOR locations, and management of the agency Continuity of Operations Plan (COOP). This position serves as the agency's expert on personnel and human resources management policies and principles.
Qualifications
Demonstrated executive level expertise, accountability and experience in leadership and management of human resource administration. Expertise includes in-depth knowledge and both strategic and operational decision-making of the diverse employment laws, rules, and policies. Demonstrated experience implementing and facilitating strategic initiatives utilizing employee data to make organizational impacts. Ability to influence executive level leaders in strategies to achieve the organization's mission and vision. Demonstrated expertise and experience implementing organizational strategies to improve organizational equity and inclusion. Expertise in leading and managing teams and programs.
AND
Demonstrated competency in the following areas (competency may be gained through education, experience, or a combination thereof).
Strategic Planning: Proven ability to develop and implement HR strategic plans and ensure that all HR policies and practices reflect the organization's commitment to diversity, equity, inclusion, and belonging. Effective facilitation and collaboration with senior leaders that lead efforts having impacts to employees with the abilities to incorporate change management and communications.
People Management and Leadership: Ability to guide leadership development programs that foster continuous learning and professional growth for employees. Establish performance metrics and provide professional development opportunities that empower staff, build skills, and promote accountability, contributing to an engaged and effective workforce.
Decision-Making and Policy Impact: Demonstrated ability in creating, updating, and implementing policies that comply with federal, state, local employment laws and best practices.
Emotional Intelligence: Present a high level of emotional intelligence, with a proven ability to build relationships, communicate openly, and foster trust within the team and agency. Skilled in addressing complex HR issues sensitively, promoting collaboration, and resolving conflicts in a manner that strengthens the agency's culture.
Change Management: Ability to lead, influence and adjust to organizational change; demonstrated effective leadership and collaboration in developing change strategies, is an effective change agent; aligns changes with the organization's strategic direction and objectives.
Communication: Possess the demonstrated ability to clearly convey information, listen actively, and engage in groups from differing backgrounds, professions, and levels of positions. This requires the ability to present information in multiple modes such as written, graphically, and verbally.
Risk Management and Problem Solving: Expert knowledge of ethics, employment, HIPAA, disability, and medical leave laws as they relate to employment and ability to identify problems, think critically, and find innovative solutions that consider policy, law, culture, and systemic biases.
Preferred Qualifications:
- Five years of experience in managing and leading human resource administration in an organization.
- Experience in labor relation.
- Bachelor's degree in human resource management or related field.
- Excellent crisis management skills.
- Strong public administration background.
- Strong facilitation skills.
- Proven ability to work collaboratively with internal and external stakeholders, including Office of Financial Management, Attorney General Office, Department of Enterprise Services, Governor's Office, Executive Ethics Board, and the State Auditor's Office.
To be considered:
- Complete the online application in detail.
- Attach a current resume'.
- Attach a letter of interest explaining your interest in the position and how you meet the qualifications listed.
- Include three or more professional references with current contact information.
Supplemental Information
Questions?
My name is Chuck, and I am here to assist you with this amazing opportunity. As a retired veteran and career state employee, I understand how important it is to find meaningful work, in an organization with strong values, a good culture, attractive benefits, and with a great work & life balance. We have all of this at Revenue. Please feel free to reach out to me with any questions that you may have or with any help you may need. My email is , or if you prefer, you may contact me by phone at (360) 704-5737.
To take advantage of Veteran's preference please attach your DD-214, member 4 long form, or your NGB-22. Please black out your social security number and date of birth before attaching.
The Department of Revenue is proud to be an equal opportunity employer. We embrace diversity and offer a respectful, inclusive culture for people with disabilities, as well as members of all protected groups and statuses. We encourage you to apply.
Prior to a new hire, a background check including criminal history will be conducted. Information from the background check will not necessarily preclude employment but will be considered in determining the applicant's suitability and competence to perform in the position.
If you need any assistance during the application process, please call the Human Resources Office at 360-704-5731. Applicants who are deaf or hard of hearing may call through the Washington Relay Service by dialing 7-1-1 or 1-800-833-6388.
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, are entitled to three (3) 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 12-31-2022
01
Although this opportunity may have telework options, you must reside in Washington State. Do you live in or plan to relocate to Washington State?
- Yes
- No
Required Question