As an HR director, I've observed that confidence and charisma are often overrated as indicators of good leadership.

Leticia “Letty” Gomez-Esposito serves as the Human Resources Director at the Office of Financial Management. Originally from Southern California, Letty found her home in Washington through her husband's Army career. Letty graduated from the University of Maryland and specialized in Human Resources through the University of Washington. Since stepping into OFM in 2018, she's worn multiple hats, adapting and growing with the agency. Beyond the office, Leticia lives a joy-filled life with her husband, their two beagles, a cherished cat, and caring for her parents.?

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What were the biggest influences earlier in your life that shaped your identity and leadership style today??

Growing up, the strongest influences on my view of leadership came from my mom and both of my abuelas. Despite facing significant adversity, including mental and physical abuse, they never allowed their hardships to define their paths. Society expected them to place their families before their own dreams, yet they exhibited extraordinary resilience, pushing back against the constraints of their time. Marrying and starting families in their teens didn't stop them; instead, they preserved their inner peace and never gave up on their dreams.?

Their determination extended beyond personal triumphs; they were deeply committed to uplifting their communities. My maternal grandmother, after raising six children, courageously went back to school to earn her GED at 40. Meanwhile, my paternal grandmother dedicated herself to advocating for the Mexican community and making a notable impact in local politics. Her guiding principle, "Don't complain about a problem unless you're ready to help fix it," resonated deeply with me. Their lives not only challenged societal norms but also left a legacy of leadership and community service that continues to inspire me.?

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What qualities do you believe define a good leader, and which are overrated???

As an HR director with years of experience in executive search, I've observed that confidence and charisma are often overrated as indicators of good leadership during interviews. I used to think these qualities were essential, as they naturally attract followers. However, I've realized that placing emphasis on confident and charismatic leaders can unintentionally sideline other types of good leaders. This is particularly true for neurodiverse individuals, multilingual speakers, and people like me, who were taught to be "seen and not heard”. ?

At OFM HR, we've adapted our interviewing process to be more inclusive, generally sending questions to candidates 24 hours in advance. This preparation time allows candidates to thoughtfully engage with the material, mirroring the value we place on research and preparation in many job roles. Leadership concerns that candidates might just "google" answers can easily be addressed through insightful follow-up questions and a clear discussion about job performance expectations and accountability.?

?How do you respond to instances of sexism??

? When dealing with sexism, I find it effective to ask probing questions or use a ‘bias blocker’. A bias blocker is a quick statement used in interviews to highlight and address bias, such as?"I don’t see that in the job description" or a straightforward "How is that relevant to the role?". For example, newer generations often wear more casual attire to interviews than we're used to at OFM. It's sometimes necessary to remind an interview panel that a person's style doesn’t dictate their work quality. During interviews, I encourage hiring managers to ask deeper questions to assess if there’s a larger theme to be concerned about. The aim is to prompt a second thought about their initial judgments, leading them to reconsider their biases. It's important to note, however, that certain situations require escalation to leaders or HR for appropriate action.?

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Diving a little bit deeper, what have you learned about being a leader while balancing caretaking and career ambitions??

When I took this position, I was looking after my two adult parents and considering having children. I was afraid that leadership was too much for me to handle. The lack of women my age at this job level also made me wonder if there was a reason for that. After I took this role, I saw my fears start to become reality – I began to feel as though I couldn’t do it all, I was letting others down, and people were judging me and my abilities. The stress of this impacted my health, took time away from my loved ones, and affected my ability to start a family. I learned that although it is amazing what women can do physically and mentally-- it is unfair that we are expected to do it all without skipping a beat. I have come to the realization that I have to set boundaries. Although it is still easier said than done, I have to follow through on my self-care and personal commitments. I recognize that I also have the privilege of being a part of an amazing team and the support here at OFM; it is ultimately up to me to let others help me. I don’t have to do this by myself. I was hired to lead and support an amazing team so that we can accomplish great initiatives together. ?

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OFM's mission is "to empower Washingtonians by aiding state agencies and the Legislature in connecting people, budgets, policies, data, and systems." How does your role and team contribute to this mission??

The OFM HR team offers HR services to the Governor’s Office, OFM, and nine other agencies, covering everything from day-to-day employee experiences to leadership development, all tailored to each agency’s unique mission.?

Many see HR as the organizational police, primarily focused on compliance or backing management. But for me, HR is deeply about the people. I believe an agency's success hinges on a strong commitment to diversity, equity, and inclusion in every area—a goal that extends beyond mere policies and protocols. It's a collective effort involving HR, leaders, and employees to forge a safe environment where we can face tough challenges and learn continuously.?

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What is your favorite part about working at OFM???

I absolutely love working at OFM. It's been a privilege to collaborate with so many passionate, knowledgeable, and kind individuals—people genuinely committed to excellence and making a positive impact on state government and the lives of every Washingtonian.?I also deeply value OFM's supportive environment. Leaders here are committed to their teams' success, both professionally and personally.?Our agency has nearly doubled in size over the last five years, making it exciting to apply our new skills and expanded knowledge to develop new programs and initiatives. ?

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For those interested in joining our team and becoming the next OFM insider, please check out OFM’s job opportunities.?

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