Agency Readiness Team Director

Salary: $118,000.00 – $145,000.00 Annually

Location : Thurston County – Olympia, WA

Job Type: Exempt

Remote Employment: Flexible/Hybrid

Job Number: 2023-06090

Department: Office of Financial Management

Division: One Washington

Opening Date: 05/17/2023

Closing Date: Continuous

Description

Note: This recruitment will remain open until we fill the position. We reserve the right to make a hiring decision at any time. Early applications are encouraged. We will review applications on June 1, 2023, and will review additional applications each week until we fill the position.
What this job is about:
As the Agency Readiness Team (ART) Director, you’ll be responsible for leading and promoting state-wide business transformation as the state implements an enterprise resource planning (ERP) solution. In this role, you’ll lead a team and work with a variety of stakeholders to assure that the needed organization change is understood and adopted with as little disruption as possible. This includes ensuring agencies are supported with business process redesign and change management and that those using the new system and processes are trained appropriately.

If you have a passion for innovation, modernization, and future-oriented goals, joining our One Washington Team is the ideal career choice for you. This position will directly influence the people side of enterprise projects that will have significant impacts on how all branches of state government, institutions of higher education and businesses that sells goods and services to the state can better serve all Washingtonians.

Gov. Jay Inslee has tasked this group with one of the largest and most transformative information technology projects in Washington state history. The One Washington Team’s main objective is to modernize and enhance outdated technology systems that state agencies have used for decades without much improvement – such as the state’s core finance, procurement, budget, and human capital management functions. This project will help bring Washington into the present and prepared for the future with live and on-demand data.

Compensation:
The starting salary range for this position will be $118,000 – $145,000, and the assigned salary will depend on the candidate’s qualifications. The full salary range for this position is $87,744 – $149,160. Our salary range is intended to provide salary progression over time within the role. In addition to the compensation range indicated, a general wage increase of 4% will be applied for all state employees on July 1, 2023.

Who we are
Our work at the Office of Financial Management (OFM) serves as a crucial part of the decision-making that the governor, Legislature and state agencies do each year. As an employee of OFM, you will be part of a team of dedicated professionals who work hard every day to provide the vital information and services they need to serve the people of Washington.

If playing a key role in supporting and improving state government matters to you, you’ve found the right place!
What we offer our employees

• An environment that supports We strive to hire, cultivate and retain a competitive workforce that reflects the communities we serve.
• Telework and remote work opportunities, when possible, by offering work tools that promote creative collaboration, drive efficiency, and best suit the important work we do whether you live five minutes from our work building or work elsewhere in the state.
• A healthy life/work balance by offering flexible/alternative work schedules, wellness activities, mobile arrangements and telework opportunities.
• An Infants at Work Program to promote parent and infant bonding, parental well-being and healthy infant development. Depending on your job duties, work location and supervisor approval, eligible employees who are new mothers, fathers or legal guardians can bring their infant (six weeks to six months) when they return to work.

Duties

What you’ll do:
Organizational Change Management (OCM) and Business Process Redesign (BPR)

• Lead the creation of comprehensive OCM and BPR strategies and revising as needed to assure that agencies are appropriately preparing for the change to the Workday implementation.
• Lead, manage and provide oversight to your teams; monitoring performance, overcoming barriers and taking action to keep tasks on track; resolving conflict and providing ongoing feedback.
• Validating quality of services, activities and deliverables provided by the teams and contractors; proactively addressing any service-related issues or concerns.
• Ensuring stakeholder engagements are planned, communicated and delivered.
• Developing effective feedback mechanisms with agencies and providing support.
• Overseeing stakeholder engagement and analysis; facilitating working sessions and communicating changes to executive leadership.
• Addressing resistance to change from stakeholders, business owners and first-line employees.
• Leading the development of statements of work in collaboration with the OFM procurement officer; creating and maintaining a responsibility assignment matrix between OCM contracted services and state OCM positions.

Training

• Oversee the statewide ERP training environment; securing resources needed and identifying barriers to learning.
• Working collaboratively with Workday, Deloitte, Business Owners and the Functional Team to establish a training plan. The plan should include curriculum and training modules, identifying source materials and standard tools, determining who will need the training, the manner in which the training will be conducted, resources needed and measures of success.
• Elicit feedback from the agencies on the trainee experience and adjusting as appropriate; develop and monitor training performance indicators.

Leadership

• Facilitate the OCM Advisory Committee and serve as a member of the OneWA leadership team.
• Build effective relationships with other team functional areas to enhance collaboration and alignment throughout the program.
• Act as an ombudsman contact for agencies to direct concerns related to ART activities.

Qualifications
Required Qualifications:

• Four years of experience in organizational change management, business process redesign of training. Please Note: Two years of additional relevant professional experience may substitute for the educational requirement.

OR

• Bachelor’s degree in human resources management, business, organizational development, applied behavioral sciences, business administration or related field.

AND

• Four years of experience managing large, contracted resources and working with senior managers utilizing the skills and knowledge described below to design and implement organizational development interventions that improve work groups, team, and organizations.
• Three years of experience supervising a team of professionals (Experience may run concurrent with experience listed above).
• Demonstrated ability to collect, assimilate and analyze complex data sets.
• Experience working effectively to implement change management initiatives, business process redesign and/or training plans with all levels of an organization in classroom situations, one on one development and team development.

Desired Qualifications:

• Master’s degree in human resources management, business, organizational development, applied behavioral sciences, human resources management, business administration or related.
• Five years of experience with large organizational change management efforts.
• Knowledge of and experience with multiple vendor-specific methodologies.
• Educational coursework in organizational development or organizational performance management, and business, or financial management.
• Change management certification or designation.
• Ten years mid or high-level management experience that includes responsibilities over broad ranging, diverse and complex business operations and/or issues; advising and influencing leadership.

The most successful candidate would also have knowledge and/or experience with the following:

• Change management principles and methodologies
• Adult learning styles
• Participative training design
• Group dynamics
• Interactive learning methods
• Systems theory
• Quality improvement processes
• Advanced consulting methods
• Leadership coaching
• Conflict resolution
• Group process facilitation
• Organizational communication processes
• decisions, and supervising
• Lean training, certification and application

Supplemental Information
Application Process:
How to Apply
Interested? We would love to hear from you. Click “Apply” at the top of this page to start your application (you can save the application and come back to it, if needed).

Please include the following along with your application:

1. A letter of interest describing your specific qualifications about this position.
2. A resume detailing your applicable experience and education.
3. At least three professional references with current telephone numbers.

We will directly contact the top candidates to interview for this position. Because we base our selection on the information you provide, it is in your best interest to identify the knowledge, skills and abilities that address the required and desirable qualifications we described above.

Questions:
For questions about this recruitment or to request reasonable accommodation in the application process, please emailWilliam at For TTY service, please call the Washington Relay Service at 7-1-1 or 1-800-833-6388.

The Office of Financial Management is an equal opportunity employer. We strive to create a working environment that includes and respects cultural, racial, ethnic, sexual orientation and gender identity diversity. Women, racial and ethnic minorities, persons of disability, 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

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

I have the following educational achievement to qualify me for this role.

• Associates degree.
• Bachelor’s degree in human resources management, business, organizational development, applied behavioral sciences, business administration or related field.
• Master’s degree in human resources management, business, organizational development, applied behavioral sciences, business administration or related field.
• None of the above.

02

How many years of experience do you have in organizational change management, business process redesign of training?

• I do not have this type of experience.
• I have less than 4 years of experience.
• I have 4 years of experience.
• I have 5 years of experience.
• I have 6 years or more of experience.

03

I also have at least four years of experience managing large, contracted resources and working with senior managers utilizing the skills and knowledge described below to design and implement organizational development interventions that improve work groups, team, and organizations.

• Yes.
• No.

04

I have at least three years of experience supervising a team of professionals?

• Yes.
• No.

05

I have experience working effectively to implement change management initiatives, business process redesign and/or training plans with all levels of an organization in classroom situations, one on one development and team development?

• Yes.
• No.

06

I have knowledge of and/or experience with the following:

• Change management principles and methodologies
• Adult learning styles
• Participative training design
• Group dynamics
• Interactive learning methods
• Systems theory
• Quality improvement processes
• Advanced consulting methods
• Leadership coaching
• Conflict resolution
• Group process facilitation
• Organizational communication processes
• Lean training, certification and application
• None of these apply

Required Question