Salary: $114,154.00 - $142,692.00 Annually
Location : Thurston County - Olympia, WA
Job Type: Full Time - Permanent
Remote Employment: Flexible/Hybrid
Job Number: Department: Dept of Children, Youth, and Families
Division: Human Resources
Opening Date: 09/18/2025
Closing Date: 10/7/ :59 PM Pacific
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."
Job Title: Labor Relations Administrator (WMS03)
Location : Olympia, WA - This position is a hybrid position allowing work from home and does require in-person office days at the Olympia office. This position may also require travel around the state.
Closes: October 7th, 2025
Salary: $114,154 - $142,692 Annually - the salary offered for this position will be commensurate with the candidate's education, skills, and abilities.
Are you ready to lead one of the most impactful programs in our agency? As the Labor Relations Administrator, you will shape and guide the statewide labor relations strategy for more than 5,600 employees. This pivotal role sits on the HR leadership team and serves as the trusted advisor to executives, appointing authorities, and HR partners. You'll lead a skilled team, oversee four collective bargaining agreements, and ensure our labor practices are equitable, consistent, and aligned with state laws and agency goals.
The ideal candidate is a collaborative leader with deep expertise in labor relations, particularly in unionized or public sector environments. You bring the ability to navigate complex negotiations, interpret and apply labor laws, and influence policy decisions that support both employees and organizational success. This is your opportunity to make a lasting impact by fostering a fair, transparent, and legally sound labor relations environment that strengthens trust and partnership across the agency.
What You'll Do as the Labor Relations Administrator: Manage the Labor Relations unit for DCYF.
Responsible for the development of each Labor Relations Consultant to provide technical consultation and assistance to executives/mid-managers and HR professionals regarding labor related matters to include:
- Represent DCYF and serves as DCYF's advocate in mediations and arbitrations.
- Represent the DCYF in consultation with the Attorney General's Office as needed before the Public Employment Relations Commission on unfair labor practice charges, representation issues, and establishment/modification of bargaining units.
- Facilitate development of the Agency's demands to bargain strategies, and represent DCYF on the statewide management team, for negotiating the master collective bargaining agreements between the State and the unions representing DCYF employees.
Consult with DCYF managers regarding competitive contracting of services as it relates to bargaining obligations under state law and master collective bargaining agreements.
- Provide technical direction, guidance, interpretation, and consultation of collective bargaining agreements and other labor related legal mandates to agency managers and human resource staff.
- Maintains records and prepares reports on bargaining unit activities, including statistical reports on cases, findings, and resolved issues.
Directs and administers the agency statewide labor relations policy and program:
- Provide an advanced level of professional coaching and consultation to executive leadership, appointing authorities, Labor Relations consultants, and HR professionals in the administration and compliance with the negotiated Collective Bargaining Agreements (CBA) and maintaining a respectful working relationship with the labor organizations.
- Oversee the administration and compliance of the CBAs, analyze and track trends, develop corrective action plans when necessary.
- Work closely with the leadership of the respective labor organizations to foster open and productive working relationships.
Formulates and drives DCYF's strategic position on labor relations issues:
- Represents the Secretary and the HR Director in strategic CBA and labor relations discussions with the Office of Financial Management (OFM) Labor Relations Office (LRO) and the State Human Resources Office, Attorney General's Labor and Personnel Division, Governor's Office, other Department's Labor Relations staff, and the Public Employment Relations Commission (PERC).
- Speaks for DCYF regarding the administration of the CBAs and addressing labor organizations' concerns and issues.
Required Qualifications: - Bachelor degree in human resources management, business, public administration, public policy, or an allied field from an accredited college or university whose accreditation is recognized by the U.S. Department of Education and the Council for Higher Education Accreditation (CHEA).
AND
- Seven (7) years of progressively responsible professional experience* in labor relations, human resource management, or other management background where that has been significant work with labor relations, preferably in the public sector.
- At least two (2) years of experience supervising staff.
- Prior experience representing either the Employer or Union in grievance arbitration before an arbitrator affiliated with either the Federal Mediation Conciliation Service or American Arbitration Association
- Commitment to equity, inclusion, and respectful workplace principles.
Note*: Experience may be substituted for education, year for year.
This position requires the following leadership knowledge, skills and abilities: - Models and Champions, our Culture and Values: Demonstrated abilities to earn the trust, respect and
confidence of colleagues, employees, partners, and customers through honesty, integrity, and professionalism
in all interactions. - Cultivates a Shared Strategic Vision: Describes an inspiring, long-term vision with deep meaning for the
organization or team. - Develops People: Brings great people with the right skills and the right motivation into the organization and
enables them to do their best work every day. - Drives Results: Creates and nurtures a performance-based culture of continuous improvement. Is passionate
about data informed decision-making, scientific problem solving, customer responsiveness and satisfaction,
and maximizing resources across the organization. - Fosters Learning: Fosters a climate that supports creativity, innovation and hypothesis testing. Supports and
invests in employee learning and development. - Builds Relationships: Builds and maintains internal and external relationships that creates positive customer
satisfaction with the services offered by the Department. - Communicates Effectively: Conveys clear, timely and persuasive messages that positively influence the
thoughts and actions of others. - Embraces inclusivity and transparency in decision making. Actively contributes to a work environment that
embraces building and sustaining relationships and partnerships with key stakeholders, recognizing the value
of culture, ethnic, gender and other individual differences, to enhance the attainment of department goals. - Leads and Navigates Change: Navigates the organization through complex and changing environments, and
engages staff to seek creative solutions and drive change. Attends to the human side of change. - Embraces and Embeds Inclusion in Decision-making: Reaches out to leverage diverse points of view, talents
and capabilities. Is accountable for the impacts of their approach, decisions and actions on themselves,
coworkers, stakeholders and those we serve. - Accepts responsibility for the quality and timeliness of their region's work.
- Fosters Teamwork and Collaboration: Fosters teamwork and collaboration while developing people. Builds
trusting cooperative relationships and meaningful connections. Understands/builds networks and collaboration. - Able to articulate and behaviorally demonstrate the following DCYF values: 1) Inclusion, 2) Respect, 3)
Integrity, 4) Compassion, and 5) Transparency. Demonstrates a commitment to equity, inclusion, and diversity.
Preferred/Desired Education, Experience, and Competencies: - Master's degree in early learning, public administration, public policy, or an allied field from an accredited college or university.
- Ten (10) years of progressively responsible professional experience in labor relations, human resource management, or other management background where that has been significant work with labor relations, preferably in the public sector.
- Five (5) years of experience supervising staff.
- Prior experience representing either the Employer or Union in grievance arbitration before an arbitrator affiliated with either the Federal Mediation Conciliation Service or American Arbitration Association.
How do I apply? Complete your applicant profile and attach thefollowing documents with your application:
1. A letter of interest describing how you meet the specific required qualifications.
2. A current resume detailing applicable competencies, experience and education.
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.
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
If you're experiencing technical difficulties creating, accessing or completing your application, call NEOGOV toll-free at or email
Persons needing accommodation in the application process or this announcement in an alternative format may call the Telecommunications Device for the Deaf (TDD) at .
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 .
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
Family and Medical Leave Act (FMLA)
Leave Without Pay
Please visit the State HR Website for more detailed information regarding benefits.
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- Washington State Employee Referral
- DCYF Employee Referral
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