DFC ranked a Best Places to Work in 2022. This position is located in the Office of Human Resources Management. As the Vice President of Human Resources & Chief Human Capital Officer you will have have agency-wide responsibility for the development, administration & oversight of policies & programs for human resources management. You will provide creative solutions to meet dynamic management objectives, including recommending and/or drafting legislative proposals when applicable.

Duties

As the Vice President and Chief Human Capital Officer, you will: Align the workforce with strategic goals and scale the workforce in a way that promotes proportional growth of the agency to achieve greater investment and impact. Serve as a key advisor to the DFC Chief Executive Officer, Deputy Chief Executive Officer, Chief of Staff and Chief Operating Officer, and be relied upon for consultation, advice and recommendations on overall management policies and programs of the corporation. Direct the corporation's human resources programs, assuring that DFC meets regulatory and policy initiatives in hiring, engaging and retaining top talent, and in the enhancement of DFC's top leadership skills. Provide dynamic, effective hiring and development programs designed to meet current and future needs by envisioning future workforce and skills requirements and determining how to integrate these into DFC's long-range recruitment strategies. Work with DFC senior leadership, departments, OPM, the Office of Management and Budget (OMB) and other key stakeholders to set direction and establish policy in carrying out human resources management for the agency. Develop and administer the corporation's payroll budget and a variety of HRM program budgets, including Corporate-wide training, advertising, relocation, awards, employee assistance, employee benefits, etc. Forecast short- and long-range human resources and budgetary needs based on corporate goals and objectives and knowledge of the external environment. Direct DFC's pay management, position management, and classification programs. Develop innovative compensation designed to obtain, retain and equitably compensate employees with the competencies required to meet corporate objectives and goals. As appropriate, develop legislative proposals. Develop and oversee the implementation of policies for recruitment and relocation bonuses and retention pay to attract and retain top talent. Advise top management on the allocation of resources to effectively meet the human resources ceilings (full-time equivalency). Track FTE usage to assure full and effective utilization and avoid exceeding ceilings. Direct employee relations programs aimed at establishing and maintaining an atmosphere in which employees are motivated and afforded opportunities to participate and be productive. Take a proactive and visionary role in anticipating and resolving employee problems and concerns. Provide for employee assistance by HRM staff and outside experts on delicate and sensitive problems. Direct Human Resources Management activities in a manner that fosters diversity and ensures equal opportunity for all regardless of race, sexual orientation, gender, age, or physical limitations. Initiate actions to create opportunities to further a diverse workforce by outreach and collaboration with the DFC EEO Director. Supervise employees of the Office of Human Resources Management directly and through subordinate managers and supervisors. IDEAL CANDIDATE: The ideal candidate is a seasoned federal HR professional that has proven experience and responsibility providing effective leadership over all aspects of human resources management for an agency, which includes a wide array of workforce populations such as Civil Service, Overseas positions, Administratively Determined (AD) and Personal Services Contractors (PSC). The ideal candidate will have had experience scaling a federal workforce to meet future needs, providing expertise into enterprise-wide staffing plans, and shaping recruitment strategies while serving at an organization responsible for foreign policy, international development, or financial services. Please Note: This is not a Bargaining unit position.

Requirements

• Must be a U.S. Citizen or National
• Males born after 12-31-59 must be registered for Selective Service
• Must submit resume and supporting documents (See How To Apply)
• Suitability for Federal employment, as determined by a background investigation
• May be required to successfully complete a probationary period
• Selection may require completion of a one-year supervisory or managerial probationary period unless met during prior Federal service
• Within 30 days of your start date, you will be required to file an Executive Branch Personnel Public Financial Disclosure Report (OGE-278)

Qualifications

Applicants must meet all eligibility and qualification requirements upon the closing date of this announcement. You may qualify at the SL-00 level, if you fulfill the following qualification requirements: SPECIALIZED EXPERIENCE: Candidates must have at least one year of specialized experience related to this position. This experience must be at or above the GS-15 grade level or equivalent. Your resume must reflect: 1) Experience providing effective leadership and supervision to subordinates in a multi-tiered organization; AND 2) Experience leading an enterprise-wide human resources program, to include program evaluation and formulating and interpreting human resources policies in the following areas: executive resources management, labor and employee relations, performance and awards, recruitment and classification, workforce planning, and benefits; AND MANDATORY QUALIFICATIONS: Applicants must address the following mandatory qualifications separate from their resumes. Statements must provide specific examples that address relevant experience, accomplishments and evidence that you possess demonstrated superior technical qualifications. You will not be considered for this position if you fail to submit qualification statements specifically addressing each mandatory technical qualification requirement. MANDATORY TECHNICAL QUALIFICATIONS (MTQs): Maximum of two pages per MTQ. 1. Demonstrated expert knowledge of human capital management practices and principles and broad technical knowledge of the laws and regulations governing federal human resources. 2. Demonstrated ability to participate in long-range workforce planning in order to meet current and future needs and shape a workforce (e.g. advising top management on the allocation of resources to effectively meet human resources needs, offering solutions for targeted recruiting, and/or expansion of an organization overseas). 3. Demonstrated ability to develop federal human resources policy and procedures in compliance with federal laws, regulations, policies, and standards. 4. Demonstrated experience in the strategic planning, directing and implementing of human capital programs in accordance with statutory and regulatory requirements. Experience refers to paid and unpaid experience, including volunteer work done through National Service programs (e.g., Peace Corps, AmeriCorps) and other organizations (e.g., professional; philanthropic; religious; spiritual; community, student, social). Volunteer work helps build critical competencies, knowledge, and skills and can provide valuable training and experience that translates directly to paid employment. You will receive credit for all qualifying experience, including volunteer experience.

Education

Education is not substitutable for experience/mandatory technical qualifications identified above.

Contacts

• Address International Development Finance Corporation 1100 New York Ave NW Washington, DC 20527 US
• Name: Brandon Nicknadavich
• Email: [email protected]