The United States Census Bureau is the federal government's largest statistical agency and dedicated to providing current facts and figures about America's people, places, and economy. The incumbent works directly with the Census Bureau's top leaders to ensure the human capital and human resources management programs fully meet the Bureau's needs.

Duties

The responsibilities of the Chief, Human Resources Division (HRD), embrace every facet of human resource administration within the Census Bureau. The dynamic nature of Census Bureau operations, in particular, has profound impacts on human resources operations, and the alternating expansions and contractions of the workforce subject the Chief, HRD and the division to a continuous series of organizational and operational challenges differing in both degree and kind from those found in other human resources operations in the government. These influences permeate practically every phase of its broad program. The incumbent is responsible for establishing policies to govern the development, management, administration, and coordination of the Census Bureau's overall human capital programs. The Chief, HRD also develops and recommends strategies to Census Bureau leadership on the effective management of the workforce. The incumbent oversees: The development and implementation of a variety of special programs related to the Department of Commerce and Bureau-wide policies, programs, and systems. The development and implementation of Census Bureau's overall workforce strategy; Federal employee policies and processes; recruitment; retention; processing; onboarding/offboarding; leadership and employee development; strategic workforce planning; compensation; benefits; employee and labor relations; HR information systems; executive resources; performance management and data analytics. The identification and implementation of best practices and benchmarking studies; creation of systems for measuring intellectual capital and identification of links to organizational performance and growth. Consider key national and organization-wide goals, priorities, and values in executing responsibilities; respond to the public and clientele groups; remain current on relevant social, political, and economic developments; and represent Census Bureau on complex issues and effectively give briefings, speeches, testimony, etc., to persuade, sell, inform, and/or negotiate plans and programs. Provide administrative oversight and coordinate the activities of subordinate organizations; develop and communicate a vision for the attainment of goals and objectives as a cohesive, focused organizational entity; serve as a catalyst for innovation and creativity in analyzing and solving complex problems; foster an environment conducive to teamwork and empowerment of supervisors and employees; and promote and encourage diversity, engagement, and inclusion in subordinate organizations and throughout the Census Bureau. Oversee the development of short- and long-range plans to meet organizational objectives; establish or revise programs' goals, institute major modifications in organizational or functional structure; and approve key appointments or promotions to ensure the most efficient organization.

Requirements

Qualifications

To qualify, applicants must provide evidence of progressively responsible executive level leadership experience and office management experience directly related to the skills and abilities outlined under the Executive Core Qualifications (ECQs) and their competencies and Professional/Technical Qualifications (PTQs). The ECQs were developed to assess executive experience and potential, not to evaluate technical experience. ECQs measure whether an individual has the broad experience needed to succeed in a variety of SES positions. Executive Core Qualifications: The following are the five ECQs and their competencies. The ECQs were developed to assess executive experience and potential, not to evaluate technical experience. ECQs measure whether an individual has the broad experience needed to succeed in a variety of SES positions. ECQ 1 - LEADING CHANGE: This core qualification involves the ability to bring about strategic change, both within and outside the organization, to meet organizational goals. Inherent to this ECQ is the ability to establish an organizational vision and to implement it in a continuously changing environment. (Competencies: creativity and innovation, external awareness, flexibility, resilience, strategic thinking, vision) ECQ 2 - LEADING PEOPLE: This core qualification involves the ability to lead people toward meeting the organization's vision, mission, and goals. Inherent to this ECQ is the ability to provide an inclusive workplace that fosters the development of others, facilitates cooperation and teamwork, and supports constructive resolution of conflicts.(Competencies: conflict management, leveraging diversity, developing others, team building) ECQ 3 - RESULTS DRIVEN: This core qualification involves the ability to meet organizational goals and customer expectations. Inherent to this ECQ is the ability to make decisions that produce high-quality results by applying technical knowledge, analyzing problems, and calculating risks. (Competencies: accountability, customer service, decisiveness, entrepreneurship, problem solving, technical credibility) ECQ 4 - BUSINESS ACUMEN: This core qualification involves the ability to manage human, financial, and information resources strategically.(Competencies: financial management, human capital management, technology management) ECQ 5 - BUILDING COALITIONS: This core qualification involves the ability to build coalitions internally and with other Federal agencies, State and local governments, nonprofit and private sector organizations, foreign governments, or international organizations to achieve common goals. (Competencies: partnering, political savvy, influencing/negotiating) NOTE: Responses to ECQs must not exceed 10 pages typed in 12-point font. Professional/Technical Qualifications: Demonstrated experience managing large-scale and far-ranging human resources activities in both operations and analysis, and demonstrated proficiency with applicable laws, regulations, policies, and procedures. Experience should extend to headquarters and dispersed field locations. Demonstrated experience managing a complex human capital office and related programs, including strategic human capital planning, talent acquisition (position classification, recruitment and employment), employee and labor relations, performance management, benefits and retirement, pay administration, HR policy, workforce and leadership development, payroll services, personnel operations, diversity and inclusion, and human resources information systems. Experience must demonstrate knowledge of these programs and their impact on organizational objectives and performance goals. Demonstrated experience managing office/division-level operations, including the establishment of a staffing plan, goals, and objectives; budget development and management; recruitment, retention, and staff development; diversity management; succession planning; and effective performance management. For detailed guidance on ECQs, applicants are strongly encouraged to review the Office of Personnel Management's Guide to Executive Qualifications at http://www.opm.gov/ses/recruitment/ecq.aspExample of ECQ statements are available at https://www.opm.gov/policy-data-oversight/senior-executive-service/reference-materials/guidetosesquals_2012.pdf

Education

This position does not have a positive education requirement.

Contacts

• Address US Census Bureau 4600 Silver Hill Road Suitland, MD 20746 US
• Name: James Triem
• Phone: 202-482-5815
• Email: [email protected]