Senior Labor Negotiator - Taft Hartley Expert

Note: This recruitment is open until filled. Applications will be reviewed on an ongoing basis, and interested applicants are encouraged to apply as early as possible for optimal consideration. The hiring manager reserves the right to make a hiring decision at any time during the recruitment process and may close the recruitment without prior notice.

Hybrid: Our physical office is in Olympia, WA. We offer flexible work schedules and locations. This is a hybrid position in which most of the work can be done remotely. However, you must reside in the state of Washington and travel to in-person activities, meetings, and events as needed for business purposes.

Why work for OFM
The Office of Financial Management OFM) serves as the backbone of Washington state government. Our mission is to make our state a better place by connecting people, budgets, policies, data, and systems for state agencies and the Legislature. Our team includes budget advisors, researchers, and other experts, all dedicated public servants working towards an equitable future for every Washingtonian. If you want to play a key role in enhancing how state government serves its citizens, you’ve found the right place. Join us in making a meaningful difference for every Washingtonian!

The job opportunity

Join the OFM's State Human Resources Division as a Senior Labor Negotiator – Taft-Hartley Expert and play a key role in shaping retirement benefit policies that may impact employees across Washington State government. As a senior-level lead negotiator within the Labor Relations and Compensation Policy Section, you will serve as the Governor’s designee for retirement benefit negotiations, helping develop and implement statewide labor relations strategies, collective bargaining policies, and retirement benefit programs, including Taft-Hartley provisions.

In this highly collaborative and influential role, you will independently manage complex negotiations, provide expert guidance on retirement benefit issues, and serve as a resource and mentor to fellow labor negotiators. Working with agency leaders, labor organizations, retirement system representatives, and other partners, you will help advance fair, effective, and sustainable retirement benefit solutions that support the state's workforce and organizational goals. This is an exciting opportunity for a skilled labor relations professional who enjoys strategic problem-solving, policy development, and making a meaningful impact at the enterprise level.

What you’ll work on

Senior Labor Negotiator: Taft-Hartley

• Chief spokesperson representing the State of Washington and is assigned to complex caseloads and bargaining tables, specializing in retirement and healthcare benefits:
  • These assignments require an in-depth knowledge of labor relations, strategy development, and the business of client agencies.
  • Manage a complex caseload and bargaining tables, while also keeping the chain of command informed of critical issues.
• Conduct research, training, and implementation of labor relations and collective bargaining statute changes, specializing in retirement and healthcare benefits.
• Work on complex labor relations issues, lead work on emergent statewide issues, and represent the State Human Resources/Labor Relations & Compensation Policy Section on committees and workgroups regarding issues and projects that have enterprise-wide impacts.
• Represent the state as the employer representative on a Taft-Hartley board.
• Negotiate retirement and healthcare benefits based on Taft-Hartley and serve as a lead for other staff negotiating and administering collective bargaining agreements that include those provisions or are covered by the same bargaining law:
  • Strategy communication, ensuring consistency in collective bargaining agreements.
  • Provide guidance to other negotiators with complex situations.
  • Responsible for identifying issues that need to be elevated and addressed within the chain of command.
• Lead Negotiator Responsible for Collective Bargaining and Negotiating Agreements with Labor Unions.
• Serve as the Governor’s designee in the process, and is also responsible for:
  • Proposal development, approval processes, and accuracy for state bargaining proposals and agreements during the bargaining process.
  • Research, prepare, and obtain costing for proposals and agreements as part of the bargaining process or settlement negotiations.
  • Compose, train, and manage a team of employer bargaining team members.
  • Research, develop, and present proposals at any table where a Taft-Hartley agreement is legislatively required to be bargained. This includes coordinating with the State Health Care Authority, the Special Assistant Attorney General (SAAG), and other authorities to ensure that any such retirement benefits comply with state laws.
  • Coordinate with agency/institution stakeholders to develop bargaining proposals and understanding, and appropriately respond to stakeholder interests and priorities.

Or

Labor Negotiator

• Proposal development, approval processes, and accuracy for state bargaining proposals and agreements during the bargaining process.
• Research, prepare, and obtain costing for proposals and agreements as part of the bargaining process or settlement negotiations.
• Compose, train, and manage a team of employer bargaining team members.
• Coordinate with agency/institution stakeholders to develop bargaining proposals and understand and appropriately respond to stakeholder interests and priorities.
• Independently assess the need for assistant attorney general input or seek input from other OFM teams as appropriate for proposals and settlement agreements.
• Raise awareness and share sensitive or global impact proposals and agreements with co-workers, the chain of command, and other teams within SHR.
• Seek pre-approval for economic or items with statewide impact from OFM leadership.
• Negotiate with labor unions to reach tentative agreements during successor bargaining and mid-term bargaining, and clearly articulate the entire agreement in proper written form.
• Execute agreements and ensure that all required documentation is filed and published timely and properly, and in accordance with RCW 43.88.583.
• Review draft “roll-up” of agreements and work with the LR Assistant and the respective union to achieve a final print-ready version of agreements.
• Develop training for stakeholder agencies/institutions for the implementation of assigned agreements.
• Track and respond to union information requests.
• Provide statewide guidance and interpretation for CBA assignments, often requiring historical research of intent and past bargaining activities.
• Conduct pre-arbitration review meetings and/or grievance meetings for the assigned area of responsibility.
• Conduct union outreach regarding questions of contract interpretation, implementation, and processing.
• Lead the development and administration of state labor relations policies and strategies to ensure consistency and uniformity. Conduct research and provide recommendations for labor relations best practices.
• Keep agencies/institutions apprised of situations requiring new approaches to successful labor relations.
• Represent the LR&CP Section in issues brought forward to the Public Employment Relations Commission, independent grievance arbitrators, and interest arbitrators.
• Provide representation, assistance, consultation, documentation, and records, and testimony with assigned assistant attorneys general in grievance or contract mediation, grievance arbitration, interest arbitration, unfair labor practice cases, or other hearings.
• Participate in cross-divisional teams, committees/forums within OFM and/or on behalf of the LR&CP Section.

What we need you to bring
Required Qualifications:
Senior Labor Negotiator: Taft-Hartley (Annual Salary Range: $133,320 - $167,880)

• Demonstrated experience negotiating collective bargaining agreements that include Taft-Hartley trusts, including multiemployer health, pension, or welfare benefit plans. Must also have negotiated the terms of a Taft-Hartley trust from its inception.
• Expertise in the negotiation, administration, and compliance oversight of Taft-Hartley trusts, including familiarity with ERISA, trust documents, fiduciary responsibilities, applicable federal laws and regulations governing multiemployer plans and multiemployer plan governance structures.
• And the following Labor Negotiator qualifications.

Labor Negotiator (Annual Salary Range: $104,664 - $135,468)

• Demonstrated ability to formulate and articulate labor relations principles and negotiating strategies, including the role of the union and its business interests and goals.
• Demonstrated experience effectively managing or leading teams by using influence, collaboration, and developing teamwork, demonstrating effective people interaction skills (not via command & control or hierarchy).
• Demonstrated ability to research, interpret, and understand RCWs and their implementing WACs.
• Demonstrated knowledge of the state legislative process, including bill analysis.
• Demonstrated knowledge of State Government budget related to collective bargaining implementation and statewide accounting principles related to employees (SAAM, travel, pay checks, etc.).
• Demonstrated ability to build healthy working relationships with labor organizations as well as internal teams or groups.
• Ability to manage collective bargaining proposal development and use of legislative track changes.
• The ability to learn and grow.
• The ability to meet the needs of others.

Desired Qualifications:

• Prior experience as a Labor Negotiator on the OFM Labor Relations and Compensation Policy team.
• Knowledge of WA State Government budget and operations.
• Knowledge of WA State Government Human Resources best practices.
• Knowledge of personnel and practices of public employee labor organizations in WA state.
• Interest arbitration experience.
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We are committed to finding the candidate whose skills and experience align best with this role. We recognize that strong candidates may come from a variety of professional backgrounds and experiences. If your qualifications align with the role and you excel in collaborative environments, can manage competing priorities, and are committed to equitable and inclusive practices, we encourage you to apply.

Salary

• Depends on Qualifications

Other Information

What we offer
At OFM, we foster a culture of integrity, innovation, inclusion, and belonging. We value both learned and lived experiences, believing that diversity makes us stronger. To support your health and well-being, we offer a variety of benefit programs for our employees.

Please visit our Recruitment site for a full list of employee benefits. Here’s a quick glance at some of the unique benefits that OFM offers:

• A culture that values and strives to advance diversity, equity, inclusion, and belonging
• Medical, Dental, Vision, and Life Insurance
• 12 paid holidays, 14 paid vacation days (minimum), and 12 days of sick leave per year
• State retirement programs

Application Process: Once you’ve decided to apply for a state government job, you’ll complete an online application to showcase your qualifications. Keep in mind that once you submit the application, a real person will read it. We do not use AI or other technology to screen your application. Please ensure you provide clear, detailed information about your work history so your qualifications can be accurately assessed. We will contact the top candidates directly to schedule interviews. If you require a reasonable accommodation during the application process, please call 7-1-1 or 1-800-833-6384.

When completing your application, please attach all of the following required documents:

• Cover letter: describing your qualifications for this specific position
• Resume: that details your applicable experience and education.
• References: at least three professional references and their current contact information.

Questions: OFM's Staff ASL interpreter is available to all deaf and hard-of-hearing applicants. For questions about this recruitment or to request a reasonable accommodation in the application or interview process, please email us at TalentAcquisition@ofm.wa.gov.

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 with disabilities, 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 WAC 357-19-195.

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