Chief Human Resource Officer – Department of Enterprise Services (DES)
Location: Olympia, Washington; Hybrid
Salary Range: $135,000-$142,512 per year
Reports to: Deputy Director/Chief Transformation Officer
Hybrid Work Environment: The CHRO will primarily work remotely but is expected to attend occasional onsite meetings (4-5 times a year) and team-building activities.
Motus Recruiting and Staffing is proud to partner with the Washington State Department of Enterprise Services (DES) in its search for a Chief Human Resource Officer (CHRO).
ABOUT THE DEPARTMENT OF ENTERPRISE SERVICES
DES delivers essential, centralized business services to state agencies, tribal and local governments, educational institutions, and Washington residents, supporting areas like contracting, mail, fleet, workforce development, risk management, and the Employee Assistance Program. DES is focused on a legacy-level transformation in service delivery, advocating for equity and anti-racism and fostering creativity, learning, and improvement across all levels.
POSITION OVERVIEW
The Chief Human Resource Officer provides strategic leadership for DES’s HR functions and services, acting as a key advisor, coach, and strategic partner to the executive leadership team. This role involves managing HR functions for DES and 30+ small agencies, boards, and commissions, including career counseling, classification and compensation, labor management, talent management, employee support, and workforce planning. The CHRO plays a critical role in aligning HR systems with DES’s goals, advocating for equity and inclusivity, and developing policies in compliance with federal, state, and local labor regulations.
CORE RESPONSIBILITIES
- Strategic HR Leadership:
Develop and implement the HR division’s strategic plan to support DES’s mission, align HR practices with agency goals, and ensure that all HR policies and practices reflect DES’s commitment to equity, inclusion, and anti-racism. Work with senior leaders to design and enforce processes and systems that foster organizational efficiency, compliance, and an inclusive work environment. - HR Program Administration:
Oversee all HR functions, including career counseling, employee development, workforce planning, labor and employee relations, and performance management. Apply an equity lens to ensure all functions promote fair and consistent treatment, creating a cohesive HR program that supports both agency and employee success. - Organizational Culture & DEI Advocacy:
Champion DES’s values and foster a culture of belonging, respect, and continuous improvement. Lead efforts to identify and remove barriers to equity within HR practices. Advocate for DEI initiatives across DES, from policy formulation to team culture, to enhance inclusivity at every level of the organization. - Talent Management & Workforce Planning:
Spearhead talent acquisition, retention, and succession planning strategies, ensuring DES attracts and retains a highly skilled, diverse workforce. Work closely with division leaders to address staffing needs, forecast workforce demands, and develop programs that align talent management with the agency’s long-term goals. - Policy Development & Compliance:
Direct the HR division in creating and updating policies that comply with federal, state, and local laws. Implement agency-wide policies in line with best practices, ensuring HR policies are applied consistently and updated regularly to enhance operational efficiency, employee engagement, and risk management. - HR Fee-for-Service Management:
As the owner of the HR fee-for-service program, ensure customer satisfaction and effective service delivery. Partner with Finance to monitor expenses, maximize resource allocation, and identify opportunities to expand HR services to other agencies, adding value to DES and the broader Washington State HR network. - Employee Development & Performance Management:
Guide leadership development programs that foster continuous learning and professional growth for DES employees. Establish performance metrics and provide professional development opportunities that empower staff, build skills, and promote accountability, contributing to an engaged and effective workforce. - Executive Representation & Statewide Partnership:
Represent DES on statewide HR matters, serving as a liaison with the Governor’s Office, OFM, and other agencies. Actively participate in committees, contribute to policy discussions, and collaborate on statewide HR initiatives, bringing insights back to DES and promoting the agency’s interests.
SKILLS AND COMPETENCIES
- Visionary Leadership:
Demonstrated ability to inspire and unite teams around a shared vision, creating alignment between HR initiatives and organizational goals. Able to communicate a compelling vision and motivate staff toward excellence in a supportive, values-driven environment. - Analytical & Strategic Thinking:
Proficient in using data and HR metrics to inform decision-making, forecast workforce needs, and recommend strategies that support DES’s goals. Able to analyze trends, identify opportunities for improvement, and implement strategic initiatives that enhance HR’s impact across the agency. - Emotional Intelligence & Interpersonal Skills:
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 DES’s culture. - DEI Expertise:
Deep understanding of diversity, equity, and inclusion principles, with the ability to apply these in all HR functions. Experience leading DEI initiatives, embedding equity in HR practices, and supporting a workplace culture where all voices are valued and respected. - Change Management:
Experienced in leading organizational change initiatives, with an emphasis on resilience, adaptability, and effective communication. Skilled in preparing teams for transitions, fostering a culture of flexibility, and providing steady guidance through change to minimize disruption and maximize engagement. - Communication & Influence:
Exceptional communication skills, both written and verbal, with the ability to influence and advise senior leaders. Able to convey complex information clearly, advocate for HR initiatives, and foster understanding and support among staff for HR’s strategic goals. - Ethical Judgment & Integrity:
Strong commitment to ethical principles and confidentiality. A role model for integrity, accountability, and ethical decision-making, with the ability to handle sensitive information with discretion and uphold DES’s standards of fairness and respect. - Continuous Improvement & Learning:
Committed to staying abreast of HR trends and best practices, with a proactive approach to incorporating new knowledge into the HR division. Encourages a culture of learning within the HR team, fostering skill development, adaptability, and innovation to continuously improve DES’s HR function.
POSITION QUALIFICATIONS
- Education & Experience:
- Required: 10 years of progressive leadership in HR, with expertise in consultation and partnership across employee relations, labor relations, classification, compensation, talent acquisition, performance management, and DEI integration. Must also have 3 years leading HR professionals.
- Alternative: Bachelor’s degree in HR, business administration, public administration, or related field with 6 years of relevant HR experience and 3 years leading staff.
- Preferred: Master’s degree (substitutes one year of experience) and certifications in HR (e.g., PHR, SPHR) and DEI (e.g., CDE, CDP).
WORK ENVIRONMENT
- Setting: Office environment in Olympia, WA, with minimal in-state travel to meet with agency leaders, employees, and external stakeholders.
- Schedule: Full-time, typically Monday through Friday, with flexible scheduling and occasional overtime to meet business needs.
- Culture: DES is dedicated to creating a collaborative, inclusive, and equitable work environment where employees are supported in their professional growth and contributions to the agency’s mission.
FINANCIAL RESPONSIBILITIES
- Budget Oversight: Manages an annual operating budget of $3.7M, influencing fiscal decisions related to HR strategy, resource allocation, and service delivery.
- Risk Management: Ensures equitable application of HR policies to prevent costly liabilities from grievances, litigation, and appeals.
ABOUT MOTUS RECRUITING AND STAFFING, INC.
Founded in 2006, Motus is an award-winning recruiting firm specializing in accounting, finance, professional services, technology solutions, and executive search. We are committed to diversity, equity, and inclusion in recruitment and actively educate organizations on DEI best practices.
All qualified applicants will receive consideration without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, citizenship, disability, or protected veteran status.