Chief Information Officer

Salary range is $140k to $450k, with a midpoint of $295k. New hires typically receive between minimum and midpoint; however, we may go slightly higher based on experience, internal equity, and market.
The CIO oversees the IT department while balancing priorities and resources to ensure that critical needs are met and protected using a measurable and documented approach to increase accountability, transparency, and efficiency. They are responsible for creating, implementing, maintaining, and sharpening an overall IT strategy that aligns with overall ST strategy, goals, and values. This role assists the Deputy CEO, Finance and Business Administration, and Agency executive leadership team to ensure IT operational excellence across the Agency and perform other duties directed by the Deputy CEO, Finance and Business Administration.
The Chief Information Officer (CIO) oversees Information Technology (IT) and acts as a strategic partner with Operations Engineering Technology (OET) on strategies and capabilities across the Agency. This role maintains close communication and coordination between IT, OET, and other functions across departments to ensure that IT and OET initiatives meet the Agency’s operational needs.
ESSENTIAL FUNCTIONS:
Provides vision and leadership for developing, implementing, and modernizing the Agency technology strategy in alignment with prior IT assessment and the Agency’s overall mission and goals.
Leads the Agency in identifying and evaluating emerging technologies and trends that drive innovation and adapt to changing needs and opportunities.
Leads the review of, evaluation, and recommendations of IT platforms, application systems for Agency and passengers, databases, portals, web services, BI and AI tools, and other technologies.
Leads the management of functional teams by developing and implementing short- and long-term (12-36 months) business goals, strategy, and performance measures; cascades Agency targets within annual business plans.
Leads the planning, development, and management of the capital expenditure budget for IT to ensure compliance with strategic direction consistent with agency objectives.
Leads IT, functional, and cross-functional project teams to address and solve business and operational issues from product development and requirements to research, feasibility, prototyping of new technology, and the maintenance and refresh of the existing Agency technology portfolio.
Drives and sustains Agency-level IT and OET efficiency and sustainability.
Oversees and is responsible for adherence to government regulations and guidelines for technological systems and safeguarding of data.
Advises the Deputy CEO and the leadership team on IT matters, including developing and enforcing policies and strategic plans for technology, data, Business Intelligence, and Artificial Intelligence in support of Agency priorities and goals.
Leads and advises efforts to align technology solutions based on collaborative understanding with other senior leaders, departments, and stakeholders.
Ensures IT services are provided with exceptional customer service and the highest level of ethical standards to Agency and passengers.
Supports Department leadership in making strategic long-term decisions for Agency in line with the overall organization-wide strategy.
Makes decisions or judgments that are strategic and sometimes unprecedented, impacting their segment of the organization.
Sets or changes the operational plans and goals for multiple functional teams.
Exercises authority for all personnel actions at the Division level, following long-term plan.
Allocates resources in ways that may compromise the performance of one work functional team in order to optimize results of the overall IT Division in support of the overall Agency priorities.
Creates workforce and staffing plans and ensures availability of human capital necessary to accomplish planned business results; liaises with other Divisions or Departments on enterprise-wide resource planning.
Develops succession and career developing management plans which increases the leadership bench strength and sustainability of subordinate teams. Mentors and guides professional development of staff to meet individual and organizational long-term workforce goals and succession plans.
Collaborates and meets on a regular basis with Agency stakeholders and leaders.
Leads the coordination of IT activities with other agency departments and divisions, outside agencies, consultants, and vendors.
Is primary architect in developing Department leadership in making strategic long-term decisions for Division in line with the overall Agency-wide strategy.
Maintains and leverages knowledge of business/social networks inside and outside of the organization to implement strategic plans.
Champions and models Sound Transit's core values and demonstrates values-based behaviors in everyday interactions across the agency.
Contributes to a culture of diversity, equity, and inclusion in alignment with Sound Transit’s Equity & Inclusion Policy.
It is the responsibility of all employees to follow the Agency safety rules, regulations, and procedures pertaining to their assigned duties and responsibilities, which could include systems, operations, and/or other employees.
It is the responsibility of all employees to integrate sustainability into everyday business practices.
Other duties as assigned.
MINIMUM QUALIFICATIONS:
Education and Experience:
Bachelor’s degree with a specialization in computer science, information technology, business management information systems, or a closely related field; master’s degree in a related field preferred. 20 years of leadership experience in progressively senior roles, in addition to experiences developing and managing large, complex budgets; designing and executing long-term IT strategic plans; and leading a moderately large government agency preferred, IT division within a large, multi-departmental organization.
Previous experience within the transit industry is preferred but not required.
15 years of information technology experience, including at least eight years in a management role involving supervision of both management and professional staff. Or an equivalent combination of education and experience.
Required Knowledge and Skills:
Deep expertise in IT discipline at an enterprise level, including operational, project/development, and strategic and planning functions.
Deep expertise in bringing technology solutions to business objectives, drivers, and principles.
Ability to drive business and technology strategy; ability to align business strategy to programs and projects.
Ability to present and communicate clearly and concisely to all levels of technical acumen.
Extensive experience in writing technical, procedure, and policy documents; widespread experience and exposure to information technologies and services.
Excellent project management skills to deploy effectively and manage a variety of resources dedicated to and affected by IT.
Understanding of key issues and success factors within an IT organization.
Critical strategic thinking and analytical skills.
Ability to collaborate effectively across departments and functions.
Ability to coach, mentor, and amplify the voices of employees.
Project management, change management, and delivery skills.
Resiliency and ability to operate in a dynamic environment.
Ability to facilitate progressive organizational change and development within an organization.
Ability to lead self and others to produce high-quality work.
Ability to translate complex information to distilled, simplified communications for audiences with diverse levels of technology expertise to understand and navigate new and complex concepts.
Ability to identify and address potential risks to the Agency’s overall enterprise security.
Communication techniques and strategies to facilitate problem-solving and initiate change.
Physical Demands / Work Environment:
Work is performed in a standard hybrid environment.
The Agency promotes a safe and healthy work environment and provides appropriate safety and equipment training for all personnel as required.
Sound Transit also offers a competitive benefits package with a wide range of offerings, including:
Health Benefits: We offer two choices of medical plans, a dental plan, and a vision plan all at no cost for employee coverage; comprehensive benefits for employees and eligible dependents, including a spouse or domestic partner.
Long-Term Disability and Life Insurance.
Employee Assistance Program.
Retirement Plans: 401a – 10% of employee contribution with a 12% match by Sound Transit; 457b – up to IRS maximum (employee only contribution).
Paid Time Off: Employees accrue 25 days of paid time off annually with increases at four, eight, and twelve years of service. Employees at the director level and up accrue additional days. We also observe 12 paid holidays and provide up to 2 paid floating holidays and up to 2 paid volunteer days per year.
Parental Leave: 12 weeks of parental leave for new parents.
Pet Insurance.
ORCA Card: All full-time employees will receive an ORCA card at no cost.
Tuition Reimbursement: Sound Transit will pay up to $5,000 annually for approved tuition expenses.
Inclusive Reproductive Health Support Services.
Compensation Practices: We offer competitive salaries based on market rates and internal equity. In addition to compensation and benefits, you’ll find that we provide work-life balance, opportunities for professional development, and recognition from your colleagues.
Sound Transit is an equal employment opportunity employer. No person is unlawfully excluded from employment action based on race, color, religion, national origin, sex (including gender identity, sexual orientation, and pregnancy), age, genetic information, disability, veteran status, or other protected class.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)

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