• This recruitment will be used to fill one permanent position and one project position. The funding for the project position is scheduled to end October 31, 2026. 
• This recruitment will be opened until filled. Application review will be ongoing, and therefore we encourage you to submit your application materials as soon as possible.

WHO WE ARE:
The Puget Sound Partnership is a non-regulatory state agency under Governor Inslee’s Office leading the region’s collective effort to restore and protect the Puget Sound natural ecosystems. Our is to accelerate ecosystem recovery with our partners to achieve more vibrant habitats, water quality, food webs, and healthy human populations in Puget Sound.
 
We are proud to offer a suite of "" initiatives and benefits in addition to . All of the Partnership’s employees have access and are welcome to enjoy the following:

• A healthy/work balance by offering flexible and alternative work schedules.
• Active and engaging equity and inclusion programs, including an affinity group and an employee-led Accountability Buddy Program.
• Exclusive access to the Employee Assistance Program’s Work/Life web portal that provides additional benefits and resources to Partnership employees.
• An Infant at Work Program that is based on the long-term health values of infant-parent bonding and breastfeeding newborns. 
• An agency-paid ORCA card for public transit use in the Puget Sound region.
• A tax-free hiring incentive that includes a one-time $200 Amazon allowance for ordering at-home office equipment or preferred supplies to support the telework experience. 
• SmartHealth Wellness Program with a $125 incentive towards state medical plan deductibles each year.  
• An annual professional development allowance for gaining skills that advance the employee’s career in their current field of work.

Equity and Environmental Justice is foundational to the mission of the Puget Sound Partnership. While responsibilities may vary across our staff for implementing the specifics of our Pro-Equity Anti-Racism () Strategic Plan and our Healthy Environment for All Act (, we know that each of us must do self-awareness work towards recognizing how extensively systemic racism affects our perspectives and how it impacts others. To be successful in both of these plans, we must advance the powerful mobilization efforts of communities, particularly those of color, who have experienced generations of racist land use decisions and social injustices. As we engage with gcommunities and staff, we must hold ourselves accountable for responding to recommendations intended to remedy inequitable policies, systems, or practices within the Partnership’s area of influence. To learn more about Puget Sound Partnership’s principles of partner respect and engagement, see .
 
For more information, visit our website:
 
POSITION DETAILS:
Both positions are full-time, unrepresented, and exempt from civil service law. Within the organizational chart, these positions are members of the Internal Operations Division and report to the Grants, Contracts, and Compliance Manager.
 
Both Contracts Coordinator positions are eligible to telework but are frequently required to report on-site to meet business needs including providing in-person training and attending on-site meetings. This position will not be eligible for out-of-state telework. The default assigned work location of all Partnership positions – both on-site and telework – is within the State of Washington. Employees have a choice for their onsite work between our Olympia, Tacoma, or Seattle locations.  The frequency of onsite work is at least one day and will be more often at times based on business and operational needs.
 
What does "EMS" mean? Exempt Management Service (EMS) is the term used to identify positions exempt from state civil service law. These positions do not have the same rights as classified positions. 

WHO WE ARE LOOKING FOR:
We are looking for our next team members who can show expertise in leading contract and procurement activities for several large programs. In addition, this person can demonstrate knowledge in providing expert-level consultation and assistance with questions and complex contract budget matters to ensure funds are used most effectively and efficiently as possible. Our future team members can work productively in a hybrid working environment, including both a virtual and office setting.  

SALARY:
The annual starting range of compensation for this position is between $71,500 - $79,000 depending upon qualifications. The full position salary range for is $71,500 - $86,500. Hiring supervisors can negotiate employment offers with candidates for this recruitment within the boundaries of the starting salary range based on a formulaic approach. The position range is the broader range the newly hired person can expect their salary to grow during their tenure in the position. Salary ranges will increase when future legislatively approved general wage increases for non-represented state employees occur. Bonuses, benefits, and/or additional pay may be available based on recruitment, retention, and incentives approved through legislative acts.
 
CONDITIONS OF THE WORKING ENVIRONMENT (with or without accommodations):
Core business hours are 8:00 a.m. to 5:00 p.m., Monday through Friday. There are times when irregular hours will be required. The nature of this role relies heavily on remote and in-person collaboration. This position may require you to work more frequently in an office setting than others if you’re unable to effectively conduct work remotely or as business needs arise. Travel requirements will be limited, however, there may be occasions when an employee is required to travel and work to attend meetings or trainings. Duties of this position require the use of standard office furniture and equipment, including setup for remote work. The employee is responsible for providing and maintaining a safe, ergonomic, and secure workspace at their remote location. Newly hired employees must begin their appointment within 90 days of the date of accepting the employee offer and the date employment begins. In addition, if currently living outside of Washington state, newly hired employees must relocate to Washington state within 30 days of starting employment and report to the Olympia office headquarters in person on the first day of employment.