WDVA Human Resources Manager, Full-Time Permanent, Olympia Central Office
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Apply to WDVA Human Resources Manager, Full-Time Permanent, Olympia Central Office at State of WashingtonJob details
- Location
- Olympia, Washington
- Work type
- Hybrid
- Compensation
- $72,420 - $120,000/yr
- Posted
- yesterday
- Apply on
- governmentjobs.com
About this role
About the Department
Full Time, Permanent
At the Washington State Department of Veterans Affairs (WDVA), we are passionate about our mission of “Serving Those Who Served.” As a national leader in our advocacy for nearly 500,000 Veterans and their family members, we strive to connect them to earned benefits as well as innovative programs focused on their overall health and wellness. In addition, we provide critical community services through a variety of programs, and at our four State Veterans Homes located in Orting, Port Orchard, Spokane, and Walla Walla. These locations provide Medicare and Medicaid nursing home care to Veterans, including, in some instances, their spouses, widows, or Gold Star Families.
The Human Resources Manager is independently responsible to evaluate, plan for and ensure optimum daily human resource operational support is provided to all areas of business to support employees contributing to the mission of “serving those who have served”.
Position Duties
- Supervises, directs, mentors, and evaluates a team of HR Consultants. Establishes performance expectations (PDPs) and ensure team deliverables align with agency goals and civil service rules.
- Oversees the delivery of agency-wide performance management strategies.
- Guides consultants as they advise supervisors on setting expectation, coaching, informal investigations, Just Cause documentation, and progressive discipline execution.
- Manages the team responsible for processing and tracking complex leave programs.
- Directly oversees the Reasonable Accommodation (RA) process under the Americans with Disabilities Act (ADA) and Washington Law Against Discrimination (WLAD).
- Manages the operational execution of personnel actions, including appointments, promotions, demotions, transfers, leave, pay changes and all other applicable personnel actions.
- Directs the process for seniority calculations, HRMS update and reporting to unions and employees.
- Facilitates the agency layoff process including position identification, vacancy searches, seniority date assessment, establishing options, and issuing statutory layoff notices.
- Enforces accuracy and security in the maintenance of official electronic and physical HR related files. Audits records to meet state public records and retention schedules.
- Oversees all transaction entries into the state’s Human Resource Management System (HRMS). Maintains clear agency standards for HRMS data entry and actions.
- Serves as the designated negotiator, under the direction of the HR Director, for all collective bargaining agreements (CBAs). Develops comprehensive labor relations strategies aligned with agency goals, operational needs, and executive leadership directives.
- Manages statutory "Demand to Bargain" timelines and notification processes resulting from proposed changes to agency policies, working conditions, or hours. Assesses union notices, prepares management responses, and facilitates the formal bargaining timeline.
- Directs and oversees the formal grievance process in strict compliance with CBA timelines and Washington Administrative Code (WAC) civil service rules.
- Serves as the HR liaison to the assigned Assistant Attorney General (AAG) and the agency's internal legal counsel during active or pending lawsuits, appeals, and administrative hearings.
- Directs the HR team’s response to complex public records requests under RCW 42.56 (Washington Public Records Act) and WAC 44-14.
- And so much more!
*It is highly recommended to request a full copy of the Position Description. It is available upon request*
Minimum Qualifications
Required Education, Experience, and Competencies:
- Bachelor’s degree in human resources management, public administration or related field. A combination of education and experience may be considered on a year-for-year basis. Experience must be relevant to the position.
- At least five (5) of human resources experience, three years of which must include supervising staff.
- At least three (3) years of Labor Relations Management experience.
Required Competencies:
- The ability to take action to learn and grow.
- The ability to take action to meet the needs of others.
- Must be proficient with MS office suite.
- Must have the ability to manage and protect highly confidential employee and agency information.
- Strong interpersonal skills to partner with diverse stakeholders.
Preferred/Desired Education, Experience, and Competencies:
- Professional human resources certification (e.g., SHRM-CP, PHR, or comparable) is strongly preferred.
- Must be able to travel throughout the state to WDVA facilities.
- Must be able to pass a DSHS BCCU Background Check prior to beginning services and every two (2) years in accordance with WDVA Policy 615.000 Background Checks. 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.
- Must successfully complete, within mandated timeframes, employee orientation and all other mandatory, annual, in-service, and other required training.
- Must become familiar and comply with all DVA policies and procedures and Collective Bargaining Agreements as applicable.
- Must sign the confidentiality statement for all employees.
- Positions requiring travel must have a valid unrestricted driver's license and must be insured if driving a privately owned vehicle on state business.
- Candidates who are offered a job with WDVA must possess work authorization which does not require sponsorship by the employer for a visa now or in the future.
Other Qualifications
Application Process:
Top candidates will be contacted directly to interview for this position. Because the selection will be based on information provided by you, it is in your best interest to identify the knowledge, skills and abilities that address the mandatory and desirable qualifications described below.
Please include the following documents with your application:
1. A letter of interest. Please note, a letter of interest is required in order to be considered. Candidates who do not submit a letter of interest will not be referred to the Hiring Manager for this role.
2. A current resume detailing applicable experience and education.
Finalists will be asked to provide a list of at least three professional references with current telephone numbers.
Other Information:
- This position is non-represented.
Diversity, Equity, and Inclusion Employer
Here at YOUR Washington Department of Veterans Affairs our employees come from all walks of life. We strive to hire great people from a wide variety of backgrounds. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, gender identity or expression, sexual orientation, national origin, genetics, disability, age, or Veteran status.
We believe in the importance of recognizing the value each of us contribute to the success of the mission of the agency. Having a diverse workforce is this agency’s greatest resource of strength and knowledge. It is through the combination of talents and abilities that we can pursue finding effective measures on how we can provide the best customer service. We are committed to building a diverse and inclusive workplace for everyone.
The State of Washington is an equal opportunity employer. Persons with a disability who need assistance in the application process or testing process, or those needing this announcement in an alternative format, may call (360) 725-2183. TTY users should first call 711 to access the Washington Relay Service.
You are welcome to include the name and pronoun you would like to be referred to in your materials and we will honor this as you interact with our award-winning diverse and inclusive organization.
If you have any questions regarding this announcement, program, or the agency, please contact us at [email protected].
Benefits
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 WAC 357-31-165(1) or the applicable collective bargaining agreement (CBA). Full-time employees who are in pay status for less than 80 nonovertime hours in a month do not earn a monthly accrual of vacation leave.
Part-time employees accrue vacation leave hours in accordance with WAC 357-31-165(1) or the applicable collective bargaining agreement (CBA) on a pro rata basis. Vacation leave accrual will be proportionate to the number of hours in pay status, in the month to that required for full-time employment.
Pay status includes hours worked, time on paid leave and paid holiday.
As provided in WAC 357-58-175, an employer may authorize a lump-sum accrual of vacation leave or accelerate the vacation leave accrual rate to support the recruitment and/or retention of a candidate or employee for a Washington Management Service position. Vacation leave accrual rates may only be accelerated using the rates established WAC 357-31-165.
Note: Most agencies follow the civil service rules covering leave and holidays for exempt employees even though there is no requirement for them to do so. However, agencies are required to adhere to the applicable RCWs pertaining holidays and leave.
Military Leave
Washington State supports members of the armed forces with 21 days paid military leave per year.
Bereavement Leave
Most employees whose family member or household member dies, or for loss of pregnancy, are entitled to five (5) days of paid bereavement leave. In addition, the employer may approve other available leave types for the purpose of bereavement leave.
Additional Leave
Leave Sharing
Parental Leave
Family and Medical Leave Act (FMLA)
Leave Without Pay
Please visit the State HR Website for more detailed information regarding benefits.
Updated 01-07-2026
Supplemental Questions
- I attest that I possess a bachelor’s degree in human resources management, public administration or related field. I can provide proof of education upon request.
- I attest that I have a combination of education and experience, relevant to the position which meets the required qualifications for this role, as listed in the position requirements.
- No
- Yes, I attest that I have at least five (5) of human resources experience, three years of which included supervising staff.
- No
- Yes, I attest I possess at least three (3) years of Labor Relations Management experience.
- No
- Yes
- No
Required Question
Agency Information
EmployerState of WashingtonAddress View Job Posting for Agency InformationView Job Posting for Location, Washington, 98504 Website http://www.careers.wa.gov