Executive Director

Executive Director

Exempt BAND 4 (AT-WILL)

Interested applicants are encouraged to apply immediately. The hiring authority reserves the right to offer the position at any time during the recruitment process. Application review begins April 7th.

Who We Are:
Established in 1949 by the Washington State Legislature, the Washington State Human Rights Commission (WSHRC) is a state agency responsible for administering and enforcing the Washington Law Against Discrimination. Chapter 49.60 RCW is the WSHRC’s statutory authority. WSHRC enforces civil rights laws born from state and national civil rights movements.

Under the law, everyone has the right to be free from discrimination at work, in housing, in a public accommodation, or when seeking credit and insurance. Any individual who believes that he or she has been discriminated against based on protected class status may file a charge of discrimination with the WSHRC. We are a neutral fact-finding agency, and we are deemed "substantially equivalent" to the U.S. Department of Housing and Urban Development (HUD), and U.S. Equal Employment Opportunity Commission (EEOC). WSHRC does not provide legal advice or advocacy services. Discrimination complaints must be filed within specific time limits, as established by law. Our legal authority comes from Chapter 49.60 RCW. Despite being a small agency (fewer than 50 employees), we serve all Washington residents.

Mission:
The mission of the Washington State Human Rights Commission (WSHRC) is to prevent and eliminate discrimination through the fair application of the law, the efficient use of resources, and the establishment of productive partnerships in the community.

To learn more about WSHRC, we invite you to explore our website.

About this Position:
The Executive Director of the Washington State Human Rights Commission (WSHRC) plays a crucial role in leading the agency and ensuring its mission is effectively carried out. The main purpose of the Executive Director is to oversee the implementation of policies and programs aimed at preventing and addressing discrimination in the state. The essential responsibility of the Executive Director is to assure both Complainants and the Respondents that the agency will conduct investigations with neutrality and impartiality. The determination of whether discrimination has occurred is based solely on the evidence gathered. In outreach efforts, the Executive Director emphasizes to the public that the agency's role is to remain neutral and allow investigations to conclude before reaching any conclusions. The Executive Director is also responsible for ensuring that each investigation is conducted thoroughly and in a timely manner. Several strategies used to ensure complete and timely investigations are providing training and professional development; implementing a system of regular supervision and mentoring where experienced staff can provide guidance and support to newer team members throughout the investigation process; and fostering a collaborative environment where staff can share insights, challenges, and resources.

The Executive Director plays a crucial role in leading the agency and ensuring its mission is effectively carried out. The main purpose of the Executive Director is to oversee the implementation of policies and programs aimed at preventing and addressing discrimination in the state. Key responsibilities include Leadership and Management, Policy Development, Complaint Resolution, Education and Outreach, Advocacy, Reporting and Accountability.

The Executive Director has the authority to make the following tactical and strategic decisions:

Investigation Procedures

• Deciding on specific methods and protocols for conducting investigations into discrimination complaints, including timelines and resource allocation

Staff Assignments

• Determining how to allocate staff to various cases and ensuring that investigators have the appropriate expertise and training for specific issues

Communication Strategies

• Crafting messages for public outreach and how to address inquiries from the media, complainants, and respondents

• Shaping policies that guide the Commission’s approach to human rights issues, including prioritizing certain types of cases or demographic groups

Stakeholder Engagement

• Building relationships with community organizations, advocacy groups, and government agencies to foster collaboration and support for human rights initiatives

Resource Management

• Making decisions about budget allocation, funding priorities, and resource development to support the Commission's goals

Budgetary Responsibilities

• Agency Annual Operating Budget: 5 million dollars
• Funds from the General Fund (State) Approximately 4.5 million dollars
• Funds from (federal funds) Housing and Urban Development Approximately $367,000
• Funds from (federal funds) Equal Employment Opportunity Commission Approximately $230,000

Contact the recruiter: Rachel Vaughan via email rachel.vaughan@des.wa.gov and jobs@des.wa.gov and request the full job description.

Duties

Executive Director includes employing best practices in various areas to ensure the agency effectively fulfills its mission by:

• With the help of management teams, develops a clear strategic plan aligned with the Commission's mission, focusing on addressing current and emerging civil rights issues

• Establishes measurable objectives that guide the agency's work and ensure accountability

• Employs a leadership style that promotes a collaborative and inclusive leadership approach, fostering a positive organizational culture that values diversity and employee input

• Routinely involve management team members to think of ways to Inspire staff and recognize their achievements

• Model ethical behavior

• Oversee the execution of programs and policies, ensuring they are delivered on time and within budget

• Establish key performance indicators (KPIs) to monitor the effectiveness of programs and services

• Ensures adherence to state and federal laws, as well as internal policies and procedures

• Acts as a strong advocate for civil rights, influencing public policy and community attitudes through outreach and education

• Looks for ways to implement a culture of continuous improvement, encouraging innovation and responsiveness to community needs

Key Challenges and Risks are:

• Limited funding and resources pose a challenge to the agency's ability to meet demands and achieve our objectives

• Misconceptions about the Commission’s role and work

• The challenges and risks require ongoing public engagement and education. Key partnerships and stakeholder Interactions includes collaborating with local and national civil rights organizations to amplify advocacy efforts and share best practices

• Also, to work closely with other state agencies to coordinate efforts and address systemic issues related to discrimination and human rights

Salary

• $135,000 - $150,000/year

Qualifications

Required Education, Experience or Certifications

• Legal Education and License: A law degree and a license to practice law in Washington State.
  
  AND

• Required Leadership Experience: Two (2) to five (5) years in a senior management or executive role, preferably within a governmental or non-profit organization focused on civil rights or social justice

• Policy Development: Experience in developing and implementing policies related to civil rights, discrimination, or social equity

• Complaint Resolution: Background in handling complaints or investigations, ideally related to discrimination or human rights issues

In addition to the above education, experience, and requirements, applicants must possess the following required knowledge:

• Civil Rights Laws: In-depth understanding of federal and state civil rights laws, anti-discrimination laws, and relevant legal frameworks

• Human Rights Issues: Familiarity with current human rights issues, trends, and challenges within the community and nationally

• Organizational Management: Knowledge of best practices in organizational leadership, financial management, and resource allocation

_____

Required Skills and Abilities

• Leadership Skills: Strong leadership and interpersonal skills to motivate and guide staff and engage stakeholders

• Communication Skills: Excellent written and verbal communication skills for effective advocacy, public speaking, and community engagement

• Analytical Skills: Ability to analyze complex issues, evaluate program effectiveness, and make data-driven decisions

• Negotiation and Conflict Resolution: Skills in negotiation and conflict resolution to address complaints and disputes effectively

• Cultural Competence: Ability to work effectively with diverse populations and an understanding of cultural sensitivities

_____

Desirable/Preferred Education, Experience or Certifications

Licenses and Certifications

• Certifications (Optional): Certifications in mediation, conflict resolution, or diversity and inclusion can enhance qualification

Other Information

Please provide the following documents in order to be considered; failure to do so may result in you not being considered for the position:

• A letter of interest, describing how you meet the qualifications for this position as outlined in the job posting
• A current resume, detailing experience, and education
• A current list of at least three (3) professional references with current contact information (attached or available to provide at the time of interview)
• Transcripts are required

Do not attach any documents that include photos or private information (social security number, year of birth, etc.).

NOTE: By submitting these materials, you are indicating that all information is true and correct. The state may verify information. Any untruthful or misleading information is cause for removal from the applicant pool or dismissal if employed. A resume will not substitute for completing the “duties summary” section or supplemental questions of the application. Please do not “refer to resume” for detail, or your application may be disqualified.

Opportunity for All: The Human Rights Commission celebrates our differences and we are committed to a workplace that supports equal opportunity employment and inclusion regardless of race, creed, color, national origin, citizenship or immigration status, marital status, families with children (including pregnancy, childbirth, or related medical conditions), sex, sexual orientation, gender identity diversity, age, status as a protected veteran, honorably discharged veteran or military status, status as an individual with the presence of any sensory, mental, or physical disability or the use of a trained dog guide or service animal by a person with disabilities or other applicable legally protected characteristics. We will also consider qualified applicants with criminal histories, consistent with applicable federal, state and local laws. You are welcome to include the name and pronoun you would like to be referred to in your materials, and we will honor this as you interact with our organization.

Contact Information: For questions about this recruitment or to request a reasonable accommodation in the application process, contact Rachel Vaughan or email jobs@des.wa.gov.

Applicants who are deaf or hard of hearing may call through the Washington Relay Service by dialing 7-1-1 or 1-800-833-6388.

Benefits

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