Compensation Administrator

Compensation Administrator

Salary

$100,000.00 - $125,000.00 Annually

Location

Thurston County - Olympia, WA

Job Type

Exempt

Remote Employment

Flexible/Hybrid

Job Number

2026-08535

Department

Office of Financial Management

Division

OFM Human Resources

Opening Date

10/15/2026

Closing Date

10/25/2026 11:59 PM Pacific

• Description
• Benefits
• Questions

Description

Please Note: The starting salary offer will be determined based on the successful candidates' qualifications within the budgeted salary range of $100,000 - $125,000 annually. However, there is the potential for longevity, growth, and salary progression for the individual once employed.

Hybrid: Our physical office is in Olympia, WA. This is a hybrid position where most of the work allows for telework. However, you will need to travel to in-person activities, meetings, and events according to business needs.

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

As our Compensation Administrator, you'll have the opportunity to shape compensation strategies that influence how we attract, reward, and retain talent across the Office of Financial Management (OFM), the Governor's Office, and affiliated agencies. You'll lead the development and ongoing evolution of compensation structures, policies, and practices for Civil Service Exempt and Washington General Service positions, with a focus on pay equity, market competitiveness, and responsible stewardship of public resources.

You'll turn complex data and market research into actionable recommendations, lead initiatives such as pay equity reviews and salary surveys, and identify opportunities to strengthen compensation processes and programs. Working closely with agency leadership and human resources professionals, you'll provide trusted guidance on complex compensation and classification issues while ensuring practices align with applicable laws, policies, and organizational goals.

If you're passionate about advancing pay equity and solving complex challenges, this is your opportunity to make a meaningful difference. Join us in building fair, competitive, and sustainable compensation programs that support employees and strengthen the organizations they serve.

Duties

What you'll work on:

• Managing our internal job evaluation program, compensation structure, philosophy and strategies, ensuring compliance with pertinent laws and rules.
• Consulting with Human Resource Business Partners (HRBPs) in managing and developing job descriptions that accurately reflect job responsibilities, job analysis and organizational structure.
• Conducting in-depth research to obtain market and survey data and consulting on well-informed salary recommendations for exempt positions.
• Maintaining slotting and compensation structure spreadsheets, reports, equity reviews, and accurate records for market and survey matches.
• Utilizing market/survey data for continuous improvement in the areas of recruitment and selection, promotions, evaluations and training for employees.
• Providing guidance and consultation on salary offers and complex HR issues, ensuring compatibility with market conditions, comparables and impact on internal equity. Develop solutions and options within legal boundaries.
• Reviewing employee status changes, transfers, promotions and reclassifications to ensure alignment within published compensation guidelines.
• Developing and managing a compensation schedule, policies and initiatives, including pay equity, annual compensation cycle, total direct compensation analysis, salary survey design and submission, job redesign, job measurement and data analysis/ad hoc reporting.
• Serving as the primary coordinator for the ITPS Allocation Committee, ensuring accurate data and documentation within the SHR PET tool and allocation files.
• Analyzing and reviewing Information Technology (IT) job classifications, reclassifications, and position descriptions. Providing consultation and guidance during appeal hearings in collaboration with HRBPs.
• Creating reports to ensure Fair Labor Standards Act (FLSA) status are accurately keyed and proper documentation is in the file.
• Providing training, representing the HR Director in meetings related to compensation and classification, and participating in the OFM HR leadership team

Qualifications

What you need to bring:

• Advanced knowledge of compensation principles and practices, including job evaluation, salary administration, market pricing, pay structures, and internal equity.
• Experience applying the federal and/or state laws, regulations, and policies governing compensation and wage administration, including the Fair Labor Standards Act (FLSA).
• Advanced skills to analyze complex compensation, classification and market data, and develop sound, data driven recommendations.
• Proficient in Microsoft Excel and other data analysis tools to perform compensation analyses, develop reports, and identify trends.
• Experience performing market pricing, salary survey participation, benchmark job analysis, and position evaluation.
• Ability to interpret and consistently apply compensation policies, procedures, and guidelines while ensuring compliance with applicable laws and organizational standards.
• Proficiency in consulting with executives, managers, and Human Resource Business Partners on complex compensation and classification issues and recommending practical solutions.
• Ability to develop and deliver training, presentations, and written guidance on compensation programs, policies, and procedures.

Preferred/Desired education, experience and competencies:

• Experience using Washington State HRMS or other Human Resource Information System.
• Experience conducting pay equity analyses and making compensation recommendations based on internal and external market data.
• Professional human resources or compensation certification or formal trainings, such as Certified Compensation Professional (CCP), SHRM Certified Professional (SHRM-CP), or Professional in Human Resources (PHR).
• Experience evaluating and assigning positions within the Washington Management Service (WMS), Exempt Management Service (EMS), and Washington General Service (WGS) compensation structures.

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.

Supplemental 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 Page for a full list of benefits available to employees. Here's a glance at some of the unique benefits that OFM offers:

• An environment of 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 any other technology to screen your application and reject it. 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:

OFMs 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.

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. Thats 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

01

Which of the following activities have you performed as part of your professional experience? Please select all that apply:

• Developed training materials or delivered training on compensation programs, policies, or procedures.
• Created written guidance, tools, or resources to help managers or HR professionals understand and apply compensation policies and procedures.
• Prepared and delivered presentations on compensation programs, salary data, or compensation-related findings.
• Explained complex compensation policies, procedures, or requirements to audiences with varying levels of HR or compensation knowledge.
• Developed communication plans or materials to support the implementation of new or updated compensation programs or policies.
• I have not performed these activities.

02

Which statement best describes your experience administering compensation programs and conducting compensation analyses?

• I have limited exposure to compensation practices but have not independently performed compensation work.
• I have supported compensation activities, such as gathering salary data, processing salary changes, or assisting with position evaluations.
• I have independently conducted compensation analyses, market pricing, salary surveys, position evaluations, or pay equity reviews and developed salary or classification recommendations.
• I have led complex compensation initiatives, developed or maintained compensation structures, and provided expert guidance on market competitiveness, position evaluation, salary administration, and internal equity.
• I have extensive experience across multiple areas of compensation, including developing compensation strategies, conducting complex analyses, establishing or maintaining salary structures, and advising leadership on compensation policy and pay equity.

03

Describe your experience applying compensation-related laws, regulations, or policies to evaluate positions, determine salary placement, or resolve compensation issues. Include any experience with the Fair Labor Standards Act (FLSA) and explain how you ensured your recommendations or decisions complied with applicable requirements.

04

Which of the following qualifications or experiences do you have? Select all that apply.

• Experience using Washington State HRMS or another Human Resource Information System (HRIS).
• Experience evaluating or assigning positions within Washington General Service (WGS), Washington Management Service (WMS), or Exempt Management Service (EMS) compensation structures.
• Experience conducting pay equity analyses and developing compensation recommendations using internal and external market data.
• Developing and delivering training, presentations, and written guidance on compensation programs, policies, and procedures.
• A professional HR or compensation training or certification, such as Certified Compensation Professional (CCP), SHRM-CP, or PHR.
• None of the above.

Required Question

Employer State of Washington

Address View Job Posting for Agency Information

View Job Posting for Location, Washington, 98504

Website http://www.careers.wa.gov