| Location | Tumwater, WA |
| Salary | $72,420–$119,592 Per Year |
District Compliance Manager - CRRT (WMS2)
Salary
$72,420.00 - $119,592.00 Annually
Location
Thurston County - Tumwater, WA
Job Type
Full Time - Permanent
Remote Employment
Flexible/Hybrid
Job Number
2026-149
Department
Dept. of Revenue
Division
Compliance
Opening Date
08/07/2026
Closing Date
8/16/2026 11:59 PM Pacific
Description
The Department of Revenue Compliance Division is seeking a proven performer who is dynamic and self-motivated to lead the Compliance Division's Compliance Review, Research, and Tax Discovery Training Unit (CRRT), which includes the direct management of professional and support staff to fairly and efficiently collect revenues and administer programs to fund public services. This District Compliance Manager is responsible for directly managing the taxpayer assistance, business registration, and tax discovery operations in CRRT. Additionally, this position serves as the backup Divisional coordinator for ARHD Petition Responses, Tax Discovery program, agency coordinator for the Marketplace Fairness team, and will be responsible for Tax Discovery field support in the areas of Tax Discovery training, research, and assessment review. This position also represent the Compliance Division on tax policy committees/workgroups and provides analysis/recommendations to Compliance Division Executive Team.
The DCM is responsible for managing the overall delinquent account collection strategy, tax discovery strategy, taxpayer service, and facilities management of the CRRT and directly managing the professional and support staff, which includes:
Initiating corrective action to improve employee performance or behavior.
Maintaining continuity of operations plans and safety and security plans for the CRRT Unit.
Managing facility issues and key inventory on behalf of all divisions of the agency located in CRRT.
Recommending directly to the division Assistant Director or Program Manager full or partial suspension of agency operations in the CRRT when it is determined that public safety, health, or property is jeopardized due to emergency conditions or inclement weather.
Planning annual and biennial collection strategies for the CRRT and identifying the assets, resources, and staff needed for the CRRT to efficiently exceed or achieve its share of responsibility for the division and agency cash commitment goals for the biennium.
Setting collection goals and directions for professional staff to achieve over the fiscal year and biennium.
Reporting to law enforcement directly in emergency situations any threat, assault, or incident of harassment.
Developing, implementing and administering procedures and policies for daily cash accounting and transmitting of all tax and business registration payments received in the CRRT, to comply with agency Internal Audit, State Auditor, State Treasurer, and Office of Financial Management guidelines.
Planning for succession: identifying people and other resources needed in the long range and the short term.
Ensuring staff are instructed in job safety requirements, providing proper training for employees in safety procedures for conducting work in the field and in the office, and conducting accident investigation and reporting.
The Department of Revenue is a dynamic learning organization where you will experience a remarkable work-life balance, with amazing leadership and talented co-workers ready and focused to achieve the agencys goals. We value diverse perspectives and life experiences. We employ and serve people of all backgrounds including people of color, immigrants, refugees, women, LGBTQ+, people with disabilities, and veterans. This unique culture of respect promotes a professional family of cohesive groups maximizing potential through opportunity. We offer a generous benefits package that includes defined benefit retirement plans; health, dental and vision coverage, deferred compensation plans, and as a public service employee, you may also be eligible for student loan forgiveness.
Visit these links to watch our recruitment video to find out more about our agency and see what our employees say about why Revenue is a great place to work.
Qualifications
Please ensure that your application materials address the following qualifications~
Leadership Requirement
As a member of the Compliance division leadership team, it is expected that you participate in the process of influencing others towards our common shared purpose by articulating division and agency mission, values and vision, clearly. Motivate and inspire others to realize their potential through leading by example and making a difference in the organization. Create a way for staff to contribute and use your expertise to encourage dialogue between all levels of decision making. Successfully integrate and maximize available resources to attain organizational goals and identify problems and initiate change for substantive improvement. Increase your capacity to listen and observe and know yourself. Build trust among your colleagues by building your leadership character through integrity and trustworthiness.
This management position requires a working knowledge and full utilization of management principles including staff supervision, motivation and coaching skills, project management, budgeting, negotiation skills, oral and written communication skills, interviewing skills, quality/continuous improvement tools, and meeting management skills.
Demonstrated ability to lead, coach, motivate and evaluate professional staff in a high-volume compliance or investigative environment, obtained through progressive experience supervising teams responsible for delinquent account collection or similarly complex regulatory work.
Proven ability to interpret and apply civil service rules, the collective bargaining agreement, and agency policies in the management and direction of compliance staff.
Knowledge of and ability to interpret and articulate excise tax laws and rules, Attorney General opinions, Appeals or court decisions, and Compliance procedures. Able to analyze the impact of new legislation and/or policy changes on existing procedures or processes and work cooperatively with others at all levels to minimize impact. Also works cooperatively with representatives of other divisions or agencies at all levels to coordinate the co-location of employees in office facilities.
Demonstrated skill in conducting complex negotiations with taxpayers or their representatives, supported by experience resolving high dollar, sensitive, or precedent setting tax disputes.
Progressive experience making independent decisions regarding enforced collection actions-including warrants, garnishments, distraints, asset seizure, or license revocation-based on analysis of financial records and legal authority.
Proven ability to develop and implement office level policies, procedures, safety plans, and continuity of operations plans, obtained through experience managing operational risk, security, and emergency preparedness in an office or field environment.
Progressive experience managing facility operations, equipment, inventory, and security protocols, including ensuring compliance with internal controls for payment handling and safeguarding confidential information.
Proven ability to build and maintain effective working relationships with taxpayers, law enforcement, government agencies, legislators, and internal leadership through experience representing programs in high risk or high visibility matters.
Demonstrated skill in preparing clear, accurate written responses to legislative inquiries, taxpayer appeals, and internal or external stakeholder requests, gained through experience producing formal determinations, reports, or policy communication.
Progressive experience managing workload priorities, staff assignments, and strategic collection goals to achieve division level performance measures in a dynamic, high risk operational environment.
Proven ability to analyze the impact of new legislation and policy changes on existing procedures and processes, and to collaborate effectively with stakeholders at all levels to minimize operational disruption and ensure smooth implementation.
Demonstrated ability to effectively manage and lead remote and in-person staff while planning, coordinating, and overseeing projects to ensure timely completion, operational efficiency, and strong team performance.
Demonstrated ability to administer personnel matters, including interpreting and applying the collective bargaining agreement, adhering to agency and division policies, supporting diversity initiatives, and ensuring staff receive appropriate training.
Demonstrated knowledge of procedures and best practices for recruiting, hiring, promoting, and retaining a high quality, diverse workforce.
Equity Competencies:
Learn about our Core Equity Competenciesto understand the foundational skills, mindsets, and approaches we value and cultivate in our workforce.
Preferred Qualifications:
Please Note: To be considered for a DCM position, you must have complied with Washington state tax laws. The Department of Revenue is committed to ensuring all employees perform in a manner warranting the highest degree of public confidence and demonstrates the highest level of ethics and integrity. During the hiring process, the Compliance Division will review the Department of Revenue records to ensure you have complied with Washington state tax laws.
To be considered:
Supplemental Information
Questions?
My name is Chuck, and I am here to assist you with this amazing opportunity. As a retired veteran and career state employee, I understand how important it is to find meaningful work, in an organization with strong values, a good culture, attractive benefits, and with a great work & life balance. We have all of this at Revenue. Please feel free to reach out to me with any questions that you may have or with any help you may need. My email is chuckj@dor.wa.gov, or if you prefer, you may contact me by phone at (360) 704-5737.
To take advantage of Veterans preference, please attach your DD-214, member 4 long form, or your NGB-22. Please blackout your social security number and date of birth before attaching.
The Department of Revenue is proud to be an equal opportunity employer. We embrace diversity and offer a respectful, inclusive culture for people with disabilities, as well as members of all protected groups and statuses. We encourage you to apply.
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 applicants suitability and competence to perform in the position.
If you need any assistance during the application process, please call the Human Resources Office at 360-704-5731. 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.
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
Although this opportunity may have telework options, you must reside in Washington State. Do you live in or plan to relocate to Washington State?
02
Will you now or in the future require the Department of Revenue to commence ("sponsor") an immigration case in order to employ you (for example, H-1B or other employment-based immigration case)? This is sometimes called "sponsorship" for an employment-based visa status.
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