IT Business Strategy Manager (IT Policy & Planning-Senior Manager) Full Time NEW

Description
Help Build a Different Kind of Government

Most senior IT roles are about running systems or delivering projects. This one isn’t. This role is about designing how the organization works, how decisions get made, how work moves, how funding aligns to outcomes, and how technology enables the agency to adapt in real time. This role is critical to increasing how fast Information Services can move and adapt.

Some of what’s described here exists today. Much of it does not. This role exists to help build it. You won’t be stepping into a finished model. You’ll be helping make it real.

The Role

The Washington State Department of Revenue is hiring an IT Business Strategy Manager to work directly with the CIO to shape how Information Services operates.

This is not a layer in the system. This is a role that helps design the system itself. At its core, this role creates the conditions that allow our teams to succeed.

What We’re Building

Information Services is intentionally moving toward a different kind of operating model.

We are building an organization where:

• Self-management replaces unnecessary hierarchy
  Hierarchy exists where legally required but otherwise stays minimal. Instead, authority lives in roles. People are expected to make decisions and prioritize work within clear boundaries, without waiting for approval.
• Work moves in small, visible steps
  Delivering customer-visible value early and often is a core operating principle
• AI is part of how work gets done
  We are actively expanding the use of AI for drafting, analysis, decision support, and automation responsibly, and at scale.
• Customer experience drives decisions
  Systems and processes are designed to make interactions simpler, clearer, and more effective for both staff and the public.

Qualifications
The Competencies We’re Looking For

• We’re looking for someone who brings real experience with Lean and Agile. We are building our ability to work in small increments, deliver visible value, and learn as we go. You’ll help strengthen that muscle across the organization. Lean Startup experience is a strong plus.
• You should also understand service-based costing. Today, we don’t consistently think about IT in terms of services. This role helps change that, so decisions are clearer, tradeoffs are visible, and we’re talking in the language of the business.
• This role also leads legislative coordination for Information Services. Experience with decision packages, fiscal notes, and legislative requests will matter. You won’t do all the work yourself, but you will connect it, guide it, and ensure it aligns to the needs of the agency.
• You’ll need to be comfortable working in a self-managed environment where roles have real authority to make decisions and prioritize their work. You don’t need prior experience with this model, but you do need to be open to it. Managers don’t direct day-to-day tasks. Instead, you lead by creating clarity, setting boundaries, removing obstacles, and trusting people to own outcomes. Leaders who thrive here tend to operate as servant leaders.
• You will need to be adapt at leading change management, showing that you have the ability to lead and manage change and the adoption of new processes, methods and ways of doing business across the organization.

Preferred Qualifications for someone in this role include:

• Possessing a master’s degree in information technology, Public Administration, Organizational Development or a related field of study.
• Experience implementing enterprise level IT governance, service management, or cost-transparency frameworks (e.g., TBM or comparable models).
• Experience supporting legislatively funded IT initiatives.

To be considered:

• Complete the online application in detail.
• Attach a current resume’.
• Attach a letter of interest explaining your interest in the position and how you meet the qualifications listed.
• Include three or more professional references with current contact information.

Why Revenue

At the Department of Revenue, you’ll find:

• Work that matters. What we build directly impacts how the state functions
• The chance to help shape how government operates, not just work within it
• Talented people who care deeply about doing meaningful work
• A leadership team actively building something different
• The stability and benefits of public service, without settling for the status quo.

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 agency’s goals. We value diverse perspectives and life experiences. We employ and serve people of all backgrounds including people of color, immigrants, refugees, 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

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.
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 , or if you prefer, you may contact me by phone at .

To take advantage of Veteran’s preference please attach your DD-214, member 4 long form, or your NGB-22. Please black out 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 applicant’s suitability and competence to perform in the position.

If you need any assistance during the application process, please call the Human Resources Office at . Applicants who are deaf or hard of hearing may call through the Washington Relay Service by dialing 7-1-1 or 1-.
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 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

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?

• Yes
• No

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.

• Yes
• No

Required Question