Description

Our vision is to ensure that “Washington state’s children and youth grow up safe and healthy—thriving physically, emotionally and academically, nurtured by family and community."

This position is being reposted to obtain a larger candidate pool, if you have previously applied you do not need to reapply.

Job Title: Chief People Officer (CPO) Olympia

Agency: Washington State Department of Children, Youth, and Families (DCYF)

Location: Olympia, Washington - This hybrid role combines remote work with an expectation of regular in-person engagement to support leadership collaboration, key meetings, and other organizational needs.

Reports To: Chief Administrative Officer

At DCYF, our people are essential to advancing our mission: to work alongside Washington’s vulnerable children, youth, and families to foster safety, stability, and better outcomes by strengthening opportunities, connections, and community. We are seeking a visionary, values-driven Chief People Officer (CPO) to help lead this mission from the inside out. This is a rare opportunity to shape the future of a large, complex public agency by designing and advancing a people strategy grounded in equity, care, and purpose. As a core member of the agency’s leadership team, the CPO will influence how thousands of employees are supported, developed, and empowered to do meaningful work. If you are inspired by building a workplace where people feel valued, connected, and equipped to partner with communities in service of children, youth, and families, this role offers both profound responsibility and the opportunity for lasting impact.

Some Of What You Will Get To Do

As DCYF’s Chief People Officer, you will lead and influence work that shapes how the agency supports its people and delivers on its mission. This role blends strategic leadership with deep partnership across the agency, offering the opportunity to make lasting, system-level impact.

Lead a Forward-looking People Strategy

Design, integrate, and advance a holistic people strategy aligned with DCYF’s mission, values, and long-term goals.
Serve as a trusted advisor to the Chief Administrative Officer and Executive Leadership Team on workforce trends, organizational health, and people-centered decision-making.
Champion an agency-wide approach to employee experience, wellness, and equity.

Shape Culture, Engagement, And Employee Experience

Foster a workplace culture grounded in belonging, respect, psychological safety, and employee voice.
Guide agency-wide onboarding and orientation to ensure new employees feel welcomed, prepared, and connected to the mission from day one.
Lead initiatives that strengthen engagement, recognition, leadership effectiveness, and organizational resilience.
Provide executive oversight of peer support and wellness programs that help employees recover and thrive after critical or high-impact events.

Provide Strategic Oversight Of Labor Relations

Ensure labor relations practices align with DCYF’s people-centered values and overall workforce strategy.
Supervise and support the Labor Relations Administrator, promoting consistency, collaboration, and proactive problem-solving.
Build and sustain constructive, respectful relationships with labor partners, including participation in demand-to-bargain conversations.
Promote a transparent, communicative, and respectful work environment across the agency.

Advance Professional Practice, Learning, And Leadership Development

Lead the creation of a centralized, agency-wide learning and development framework that supports employees at every stage of their careers.
Align mandatory training, professional development, leadership development, and operational skill-building into a cohesive system.
Promote leadership development, succession planning, and continuous learning across the organization.

Strengthen Workforce Planning And Talent Management

Provide strategic direction and integration for core HR functions through oversight of the Human Resources Director.
Ensure recruitment, classification and compensation, HR operations, and investigations align with long-term workforce and equity goals.
Support high-quality HR service delivery while improving consistency, clarity, and operational efficiency.

Use Data To Inform And Improve

Leverage workforce data, analytics, and employee feedback to inform executive decisions and measure the impact of people strategies.
Oversee dashboards and metrics that promote transparency, accountability, and continuous improvement.

Build And Honor Tribal Relationships

Foster respectful, collaborative relationships with Tribes that honor tribal sovereignty and support meaningful government-to-government partnership.
Ensure workforce and people practices reflect cultural humility and support culturally responsive decision-making.

Required Education, Experience, And Competencies

A bachelor’s degree or higher from a college or university whose accreditation is recognized by the Council for Higher Education Accreditation (CHEA) or the US Department of Education or foreign equivalent.

AND

At least eight (8) years of senior-level leadership experience in organizational leadership, people operations, workforce development, or related strategic functions that support employee engagement, culture, and organizational effectiveness.
At least five (5) years of experience managing or coaching professional staff, fostering collaborative environments, and leading complex change initiatives

AND

Knowledge of state and federal employment and labor laws, relevant court decisions impacting employers, and American Arbitration Association knowledge of collective bargaining process for general government decisions.
- Ability to work collaboratively with a variety of constituents including partners and key stakeholders both within and outside the agency.
The ability to take action to learn and grow.
The ability to take action to meet the needs of others.

Note: Degree requirement may be substituted with an additional four (4) years of professional level human resource experience.

Preferred/Desired Education, Experience, And Competencies

SPHR, PHR, SHRM-SCP, or SHRM-CP Certification

This position is a member of the DCYF Leadership Table (LT), providing strategic leadership and direction for the agency. As a member of the LT, we commit to living into the agreements below. We demonstrate this by intentionally practicing them every day and by supporting each other and holding each other to account for including them in our work.

Hold ourselves to the highest standards and embrace our Mission, Vision and Values, our Operating Principles, and agency policies.
Model the behavior we want to see in others.
Serve as subject matter experts, and approach decisions wearing our “Agency Hat,” in addition to our “Division Hat.”
Collaborate and partner to make better decisions together.
Own and speak with one voice on our collective decisions and directives, even when those decisions are not unanimous.
Invest in each other's success; give constructive feedback, back each other up, and challenge each other to be our best.
Communicate effectively with our staff and our community partners to help move our teams, our work and our agency forward.
Foster and sustain strong external community partner relationships and ongoing engagement.
Recognize the importance of succession planning; Develop upcoming leaders, including identifying a “trusted second,” and promote leadership qualities across our teams.

How do I apply?

Complete your applicant profile on careers.wa.gov and attach the following documents:

Current resume detailing experience and education.
Letter of Interest.

Supplemental Information

The Department of Children, Youth, and Families (DCYF) is committed to Washington’s children and youth growing up safe, healthy, and thriving. We invite all candidates to join us in our mission to create a diverse and equitable workplace that reflects the communities we serve. If you are excited about this role but you believe that your education and/or experience might not align perfectly with every qualification in the job posting, we encourage you to apply anyway.

The Department of Children, Youth, and Families (DCYF) is an equal opportunity employer and does not discriminate on the basis of age, sex, marital status, sexual orientation, race, creed, color, national origin, honorably discharged veteran or military status, or the presence of any sensory, mental, or physical disability or the use of a trained service animal by a person with a disability.

This position is exempt from Washington’s civil service rules. Exempt employment is considered “at will,” and there are no contractual employment rights.

Prior to a new hire, a background check including criminal history will be conducted. 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.

If you have any questions pertaining to this recruitment or if you would like to request an accommodation throughout the application/interview process, contact Steven Loduha (Talent Acquisition Manager) at steven.loduha@dcyf.wa.gov

If you're experiencing technical difficulties creating, accessing or completing your application, call NEOGOV toll-free at (855)524-5627 or email support@neogov.com.

Persons needing accommodation in the application process or this announcement in an alternative format may call the Telecommunications Device for the Deaf (TDD) at 360-664-1960.

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

State of Washington

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