HR Analytics & Systems Director (Internal Only)

State of Washington; Olympia (WA); On-site; USD 130,000 - 200,000; Full time

Job summary

State of Washington is seeking an HR Analytics and Systems Director to lead enterprise workforce data, analytics, HR systems governance, and technology-enabled decision-support. You will drive modernization, ensure data quality, and align HR systems with statewide workforce strategy.

As a strategic advisor, you will collaborate with State HR, OFM, agencies, and partners to translate business needs into practical data and system capabilities, shaping workforce policy and execution for an

Responsibilities

• Establish enterprise governance for statewide HR and Payroll systems.
• Oversee analytics, reporting, data quality, and system operations.
• Lead modernization initiatives for HR technology.
• Provide executive consultation on workforce data policy and statewide initiatives.
• Guide cross-agency collaboration to ensure reliable workforce information.

Skills

Leadership & people mgmt

Enterprise HR analytics

Data governance

HR systems modernization

Stakeholder engagement

Job description

This opportunity is open to current, internal OFM employees only.*

Why work for OFM

The Office of Financial Management (OFM) serves as the backbone of Washington state government. Our mission is to make our state a better place by connecting people, budgets, policies, data, and systems for state agencies and the Legislature. Our team includes budget advisors, researchers, and other experts, all dedicated public servants working towards an equitable future for every Washingtonian. If you want to play a key role in enhancing how state government serves its citizens, you’ve found the right place. Join us in making a meaningful difference for every Washingtonian!

The job opportunity

As the HR (Human Resources) Analytics and Systems Director, you will provide enterprise leadership for State Human Resources’ workforce data, analytics, human resources systems, and technology-enabled decision-support capabilities. State HR serves as the statewide authority for workforce policy and management, helping ensure HR practices are consistent, equitable, effective, and legally sound across Washington state agencies. In this role, you will establish enterprise approaches for workforce data governance and HR systems; oversee analytics, reporting, data quality, and system operations; and lead efforts to modernize HR technology. You will ensure State HR and agency partners have reliable, secure, accessible, and actionable workforce information and technology that supports effective workforce management and informed decision-making.

You will serve as a strategic advisor and subject-matter expert in workforce data, analytics, HR systems, and emerging HR technology. Working collaboratively with State HR, the Office of Financial Management, state agencies, technology partners, and other stakeholders, you will translate business needs into practical data, analytics, and system capabilities. Your analysis and recommendations will help executive and legislative leaders understand workforce trends, technology capabilities, and operational impacts and will inform statewide workforce policy, labor policy, and workforce strategy. This role offers an opportunity to shape how Washington uses workforce information and technology to support a responsive, equitable, and effective state workforce.

What You’ll Work On

• Establish enterprise business priorities, governance structures, and strategic direction for statewide HR and Payroll systems.
• Provide oversight of HR system operations to support reliability, continuity, service quality, compliance, and effective risk management.
• Coordinate with IT Services, Statewide Accounting, OFM Legal, and agency partners to prioritize enhancements, resolve operational issues, and align enterprise needs.
• Lead evaluation and implementation of system modernization initiatives, upgrades, and technology improvements.

Lead statewide workforce analytics and data governance to ensure workforce information is accurate, secure, consistent, accessible, and useful for enterprise decision-making.

• Establish enterprise workforce data governance standards, stewardship practices, reporting methodologies, and data quality expectations.
• Direct development and delivery of workforce analytics, dashboards, reports, and decision-support products for State HR leadership, OFM, agencies, legislative audiences, and other authorized stakeholders.
• Ensure workforce data is accurate, consistent, appropriately maintained, and fit for intended use across reporting and system environments.
• Establish and oversee practices governing workforce data access, use, retention, sharing, and stewardship.

Provide executive consultation and enterprise leadership on workforce systems, policy implications, and statewide initiatives.

• Serve as a trusted advisor to State HR executive leadership, OFM divisions, and agency partners regarding workforce systems and strategic priorities.
• Translate complex workforce data, operational issues, and system impacts into actionable recommendations for executive audiences.
• Lead enterprise governance committees, advisory groups, and cross-agency collaborations related to workforce systems and analytics.
• Lead the design, administration, and continuous improvement of statewide employee engagement and exit surveys, pulse surveys, and translate findings into actionable insights that inform workforce planning and statewide workforce strategies.
• Provide objective workforce data and systems expertise to inform statewide workforce strategies, policies, legislative initiatives, labor relations matters, and organizational decisions.
• Advance enterprise workforce data literacy by building the capacity of executive leaders, HR professionals, workforce data consumers, and agency partners to interpret, evaluate, and responsibly apply workforce data and analytics to support evidence-based decisions, strategic workforce planning, and organizational effectiveness.

Lead and develop staff, cross-functional teams, and partnerships that support enterprise HR systems, analytics, and governance activities while fostering collaboration and shared accountability across organizations.

• Hire, supervise, mentor, and evaluate managers and professional staff.
• Establish performance expectations, organizational goals, and success measures aligned with strategic priorities.
• Direct workload prioritization and allocate staff resources to support enterprise initiatives and organizational objectives.
• Foster a culture of accountability, collaboration, innovation, and continuous improvement.

Direct resource planning and prioritization activities to maximize organizational capacity, align investments with strategic goals, and support sustainable delivery of enterprise HR and analytics services.

• Develop and manage section budget priorities, resource plans, and staffing strategies to support enterprise objectives.
• Establish priorities for enterprise initiatives, system enhancements, modernization activities, and analytics efforts based on business value, risk, and organizational capacity.
• Allocate staff, financial, and operational resources across competing priorities to maximize effectiveness and service delivery.
• Evaluate resource needs, organizational constraints, and long-term sustainability considerations when recommending strategic investments.

Lead enterprise workforce systems modernization efforts by establishing readiness priorities, governance frameworks, and business transformation initiatives that advance workforce operations, analytics, data management, and employee experience.

• Evaluate AI-enabled capabilities within enterprise workforce systems and assess alignment with statewide business requirements and workforce objectives.
• Provide strategic oversight and guidance regarding emerging technology solutions associated with Workday HCM and future workforce modernization initiatives.
• Identify opportunities to leverage automation, intelligent workflows, and AI-enabled functionality to improve service delivery, operational efficiency, and employee experience.
• Ensure modernization initiatives support long-term workforce strategy, organizational readiness, and sustainable business operations.

Required Qualifications