The Deputy Director will lead the Institution-wide talent management and human resources functions for all Federal and Trust-funded positions, including oversight and planning for the following: Recruitment, Staffing, and Classification; Compensation, Benefits, and Work Life; Trust Resources; Executive Resources; and Operations. Supports the Secretary’s goal for enhanced management excellence by overseeing the Institution’s talent management activities and OHR's organizational effectiveness.  

Duties

Talent Management Administration & AccountabilityDirects assigned OHR staff in developing and implementing talent management products and deliverables; coordinates the work of OHR sub-organizations to review and ensure efficiency of operations, monitors OHR operational and programmatic achievements through performance metrics and other determinants of efficiency. Encourages and enhances principles and practices of diversity, equity, inclusion, and accessibility in all aspects of talent management programs and operations. Directs and evaluates OHR staffs work in designing, developing, and publishing select management information and analytical reports to facilitate informed executive decisions that have Institution-wide impact.Ensures talent management accountability in all assigned areas. Oversees internal and external audit activities to ensure talent management functions are consistent with applicable Federal and Institution rules and regulations. Collaborates with management officials from OPM, the Secretary, Deputy Secretary, Under Secretaries, Board of Regents, and the Chief Legal Officer to ensure new rules and regulations are implemented in accordance with applicable directives and timelines, and to confirm external audit findings are corrected in a timely manner.Regularly evaluates performance, conducts formal and informal evaluations of assigned staff, assesses training needs, and makes recommendations for further staff development. Prepares performance plans and conducts performance appraisals.Prepares adverse or disciplinary actions; recruits new staff; supports the Institution’s Employee Equal Opportunity, Office of Safety, Health, and Environmental Management and Americans with Disabilities Act safety and health regulations, policies, and procedures.Serves as the principal advisor to the Director of Human Resources on talent management policies and practices, and on strategies to ensure OHR talent management functions are aligned with the Institution’s varied and wide-ranging programmatic and administrative activities.Workforce Planning AdministrationAdvises the Director of OHR, and other top management officials on talent management matters to identify and bridge skills gaps, and implement and maintain programs to attract, acquire, develop, promote, and retain quality and diverse talent. Consults directly and routinely with Institution management officials to assist them in making management decisions that are consistent with the Institution’s plans and priorities as well as related statutes, policies, and directives. Develops and/or oversees the development of comprehensive workforce analyses in accordance with the Under Secretary’s commitment to the Board of Regents.Ensures that standardized and special analytical workforce reports are produced to assist management in making programmatic and staffing decisions and in presenting the Institution’s workforce status to external audiences. Provides guidance to OHR program managers on operating and policy issues, ensuring consistency in approach across programs.

Requirements

• Pass Pre-Employment Background Investigation
• May need to complete a Probationary Period
• Maintain a Bank Account for Direct Deposit/Electronic Transfer
• Males born after 12/31/59 must be registered with Selective Service

Qualifications

BASIC QUALIFICATIONSApplicants must clearly demonstrate the necessary level of managerial and leadership skills and competence to perform successfully in this position. This includes a degree in an applicable subject matter field, or a combination of education and appropriate experience that provides knowledge comparable to that normally acquired through successful completion of a four-year course of study in an applicable subject matter field. An advanced degree is highly desirable.SPECIALIZED EXPERIENCE In addition, applicants must have one year of specialized experience at or equivalent to the GS-15 level. Specialized experience is defined as the demonstrated knowledge and leadership skills as it relates to the delivery of HR services and initiatives including talent management, recruitment and staffing, classifications, HR operations, compensation and benefits, and strategic planning and organizational effectiveness studies for a large, multi-disciplinary complex organization.The applications that meet the basic qualifications will be evaluated further against the following criteria:1. Experience in leading and supporting a wide range of HR functions to assure successful implementation of HR strategies, programs, and procedures. This should include experience managing talent acquisition, classification, human resource operations, work/life strategies, benefits and compensation.2. Knowledge of recruitment and staffing and related HR programs and policy guidance. This includes broad technical knowledge of the laws and regulations governing federal human resources, and ensuring compliance with OPM regulations, statutes, and agency HR policy and standards.3. Skill and knowledge of qualitative and quantitative analytical techniques and other reporting tools.4. Skill in leading, supervising, and managing a multi-disciplined and culturally diverse workforce, including fostering teamwork and high morale; attracting, retaining, motivating, and providing guidance to a diverse workforce; and implementing EEO/Affirmative Action policies and programs.

Contacts

• Address SMITHSONIAN 600 Maryland Avenue, SW Suite 5060 Capital Gallery Washington, District of Columbia 20013 United States
• Name: Suleyka Lozins
• Phone: 202-633-6334
• Email: [email protected]