Test Phase Manager
State of Washington
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Descripción de la vacante
The Office of Financial Management (OFM) in Olympia, WA is hiring a Test Phase Manager to coordinate testing activities for a statewide ERP implementation. You will align testing phases across agencies, system integrators, and technical teams, ensuring readiness for go‑live and managing risks and dependencies across the program.
You will lead Test Phase Leads and drive governance, reporting, and decision support, balancing priorities and ensuring testing integrity across all phases of the OneWA
Formación
- Knowledge of program delivery principles and large‑scale coordination.
- Ability to lead multiple workstreams and partners by establishing direction and sequencing activities.
- Experience coordinating testing across agencies, vendors, and technical teams.
Responsabilidades
- Develop and maintain the enterprise test strategy and master test plan for the One Washington ERP program.
- Supervise Test Phase Leads across IST/MST, Workday Testing, End‑to‑End and Regression Testing.
- Oversee enterprise testing risk management and escalation of issues affecting go‑live readiness.
- Ensure cross‑agency coordination of testing activities and dependencies.
- Provide governance reports and executive updates to inform go/no‑go decisions.
Conocimientos
Descripción del empleo
Starting salary offer will be determined based on the candidate’s qualifications within the salary range $145,000 - $158,000 annually. There is potential for progression once employed.
Our office is in Olympia, WA. We offer flexible work schedules and locations. The role is hybrid, with most work teleworking; occasional travel to in‑person activities, meetings, and events is required.
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 toward 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!
We are seeking a Test Phase Manager to coordinate and oversee testing activities within a complex, statewide Enterprise Resource Planning (ERP) implementation involving multiple agencies, system integrators, and technical teams. In this role, you will help ensure testing phases operate as a single, integrated enterprise effort across interdependent systems, while navigating differences in agency readiness, system complexity, resource availability, and competing priorities.
You will coordinate resolution of issues that span testing phases or agencies, including misaligned schedules, environments, data readiness, and defect resolution. Working within established program governance, testing strategies, and escalation processes, you will collaborate with Test Phase Leads, technical teams, and program leadership to address issues that cannot be resolved at the phase level and maintain alignment across the testing program.
You will manage risks and dependencies throughout system integration and validation, assessing the potential impact of defects, environment constraints, and changing readiness timelines on downstream testing and go‑live preparedness. By applying established testing methodologies and governance standards, you will evaluate options, support timely resolution, and maintain alignment with the enterprise testing strategy and deployment schedule. You will balance competing priorities while helping maintain testing integrity across all phases and providing the information needed to support final system validation and go‑live decisions.
One Washington (OneWA), led by the Office of Financial Management, is an enterprise‑wide transformation project focused on replacing 1960s‑era technology with a cloud‑based Workday solution for finance, procurement, budget, HR, and payroll processes. OneWA is a long‑term, yet extremely fast‑paced project anticipated to fully implement all phases by 2030. The project’s core business hours are Monday through Friday, and all project positions are full‑time. We offer some flexibility in schedules oriented around core business hours with prior supervisory approval. However, it is very common to work beyond the typical 40‑hour workweek to meet the rigorous operational needs and business deliverables required for the go‑live timelines.
- Develop and maintain the enterprise test strategy and master test plan for the One Washington ERP program, ensuring all testing phases are sequenced, integrated, and aligned to support end‑to‑end validation of system functionality, data integrity, and business processes across agencies.
- Supervise, lead and direct Test Phase Leads, including Individual System Testing (IST/MST), Workday Testing, End‑to‑End Testing, and Regression Testing, ensuring consistent execution, alignment to strategy, and effective resolution of cross‑phase dependencies.
- Oversee enterprise‑level testing risk management, including identification, assessment, and escalation of issues such as coverage gaps, defects, environment constraints, schedule risks, and readiness concerns that could impact program go‑live success.
- Ensure coordination of testing activities across agencies, cohorts, system integrators, and technical teams, resolving cross‑organizational dependencies and ensuring testing execution aligns with enterprise priorities and deployment timelines.
- Provide structured testing governance and executive‑level reporting, including readiness assessments, status reporting, and recommendations to program leadership to inform go/no‑go and deployment decisions.
- Knowledge of program delivery principles, complex project environments, and structured approaches for coordinating large‑scale, interdependent work efforts.
- Ability to lead and coordinate complex initiatives involving multiple stakeholder groups, workstreams, and organizational partners by establishing direction, sequencing activities, and ensuring alignment with broader program objectives.
- Knowledge of governance models, operational frameworks, decision‑making structures, and management practices that support complex enterprise initiatives.
- Skill in developing, implementing, and applying governance structures, standards, processes, and operational plans that promote accountability, consistency, and effective coordination across teams and organizations.
- Knowledge of risk management principles, issue management practices, and approaches for evaluating impacts within complex operational environments.
- Skill in identifying, assessing, prioritizing, and managing risks; evaluating potential impacts; developing mitigation strategies; and escalating issues with clear analysis and recommended solutions.
- Skill in building relationships, influencing outcomes, and facilitating collaboration across diverse teams, stakeholder groups, and organizational boundaries.
- Ability to lead through influence in a matrixed environment where staff, resources, and stakeholders do not report directly to the position.
- Skill in translating complex technical, operational, and program information into clear, concise, and actionable communications.
- Ability to communicate effectively with executive leadership, project teams, and diverse stakeholder groups to support alignment, transparency, and informed decision‑making.
- Skill in managing competing priorities, evaluating organizational impacts, and maintaining focus across multiple concurrent initiatives.
- Ability to establish alignment among workstreams, dependencies, and stakeholders while navigating changing priorities in a high‑complexity environment.
- Knowledge of quality management principles, operational standards, and continuous improvement practices.
- Ability to establish structures, processes, and performance expectations that promote consistency, quality, accountability, and successful delivery of large‑scale operational initiatives.
- Knowledge of enterprise strategy, organizational priorities, and the relationship between operational delivery, technology initiatives, and business outcomes.
- Ability to align diverse teams around shared objectives, anticipate organizational impacts, and guide decision‑making to support successful program outcomes and sustainable operational readiness.
- The ability to learn and grow: Curious about themselves and others, who take responsibility for knowing their own strengths and weaknesses, and who use their learning to make government programs and processes more efficient and effective to serve all in Washington.
- The ability to meet the needs of others: Flexible, adaptable, customer‑service focused, and willing and able to empathetically respond to the unique needs of the people we work with and serve.
- Skill in managing competing priorities, evaluating organizational impacts, and maintaining focus across multiple concurrent initiatives.
- Ability to establish alignment among workstreams, dependencies, and stakeholders while navigating changing priorities in a high‑complexity environment.
- Knowledge of quality management principles, operational standards, and continuous improvement practices.
- Ability to establish structures, processes, and performance expectations that promote consistency, quality, accountability, and successful delivery of large‑scale operational initiatives.
- Knowledge of enterprise strategy, organizational priorities, and the relationship between operational delivery, technology initiatives, and business outcomes.
- Ability to align diverse teams around shared objectives, anticipate organizational impacts, and guide decision‑making to support successful program outcomes and sustainable operational readiness.
- The ability to learn and grow: Curious about themselves and others, who take responsibility for knowing their own strengths and weaknesses, and who use their learning to make government programs and processes more efficient and effective to serve all in Washington.
- The ability to meet the needs of others: Flexible, adaptable, customer‑service focused, and willing and able to empathetically respond to the unique needs of the people we work with and serve.
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.
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.
Here’s a quick glance at some of the unique benefits that OFM offers:
- An environment of diversity, equity, inclusion, and belonging
- 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
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 TalentAcquisition@ofm.wa.gov.
The Office of Financial Management is an equal opportunity employer. We strive to create a working environment that includes and respects diversity in culture, race, ethnicity, sexual orientation, and gender identity. Women, racial and ethnic minorities, persons with disabilities, 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 WAC 357‑19‑195.
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.
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.
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.
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.
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.
Full‑time and part‑time employees are entitled to paid holidays and one paid personal holiday per calendar year.
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.
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.
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.
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.
Washington State supports members of the armed forces with 21 days paid military leave per year.
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.
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
01
Please indicate your current work authorization status in the United States:
- I am a U.S. citizen or lawful permanent resident (green card holder) authorized to work in the United States permanently.
- I hold a temporary work authorization visa (including F‑1 OPT/CPT, H‑1B, TN, etc.) or will require current or future sponsorship.
02
Describe your experience leading or coordinating a complex, enterprise‑level initiative with multiple workstreams or business partner groups. How did you establish governance, manage interdependencies and competing priorities, mitigate risks, resolve issues, and make decisions to support successful outcomes?
03
Describe your experience leading through influence in an enterprise‑wide or complex organization where teams and business partners do not report directly to you. How do you build collaboration, communicate complex information to executive and diverse audiences, align workstreams with organizational priorities, manage changing demands, and establish processes or expectations that strengthen quality, accountability, and sustainable operational outcomes?
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