The primary purpose of this position is to advise on human capital planning and organizational performance throughout the Institution, and to ensure OHR is equipped with the appropriate financial and human capital resources to accomplish its business goals. The incumbent is responsible for the oversight of the following functional areas:  Workforce Strategies & Effectiveness; Labor & Employee Relations; Anti-Harassment and Workplace Violence Prevention; Budget and Business Services.

Duties

Human Capital Strategy Oversight & Accountability Leads and directs pan-Institutional human capital planning, workforce planning, organizational performance, employee and leadership development strategy, HR Policy, Labor and Employee Relations, and Anti-Harassment and Workplace Violence Prevention policies and programs. Directs assigned staff in developing and implementing human capital programs, policies, and projects in support of Institution goals. Provides expert leadership and direction in the development, interpretation and coordination of workforce planning analysis and systems.Oversees workloads and provides timely reallocation of staff and resources to maintain productivity and enhance HR cross-training and related initiatives for organizational effectiveness. Provides advice, counsel and technical assistance to unit directors and senior management officials on human capital administration and management requirements.Encourages and enhances principles and practices of diversity, equity, inclusion, and accessibility in all aspects of talent management programs and operations. Regularly evaluates performance, conducts formal and informal evaluations of assigned staff, assesses training needs, and makes recommendations for staff development. Prepares adverse or disciplinary actions; recruits new staff; supports the Smithsonian Institution’s (SI) Employee Equal Opportunity, safety and health regulations, policies, and procedures.Directs the administration of the Employee and Leadership Development Programs, including oversight and evaluation of training, organizational development, and career development objectives. Develops short- and long-term programs to train staff for succession planning and create a pipeline of capable candidates for Institution-critical positions. Directs staff in preparing operational training products.Directs the Labor and Employee Relations (LER) Unit, ensuring the program and its policies are aligned with Federal laws and Institutional principles and practices; ensures LER activities are aligned to partner OHR units and services, and recommends improvements to ensure organizational compliance.Oversees development and alignment of SI-Civil, including the Anti-Harassment and Workplace Violence Prevention and SI Civil Program; ensures program goals are promulgated across the Institution.  Ensures human resources 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, central leadership, 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.Prepares and presents special reports, analyses and briefings for the Board of Regents, Secretary, Deputy Secretary, Under Secretaries, and their direct reports on significant and complex issues that impact the Institution.Financial and Resource Management Directs the financial processes. Prepares, justifies, and administers budget. Oversees procurement and contracting to achieve desired results. Works on strategies to obtain new funding or to reprogram existing funding to meet program priorities.  Provides advice and assistance to senior executives, managers, and HR/budget contacts on preparation of Federal and Trust hiring plans. Monitors expenditures and uses cost-benefit analysis to set priorities. Directs, reviews, and finalizes the work of OHR staff in designing, developing, and publishing select management information and analytical reports to facilitate informed executive decisions on planning and budget issues. Collaborates with Institution leadership to analyze OHR program, organizational, and mission performance; provides recommendations based on comparative, trend, diagnostic, root cause, and/or predictive performance analysis.Cross-Functional Collaboration and Projects Collaborates with OHR leadership to inform planning and using multi-year workforce analyses and hiring plans.  This includes review of programmatic initiatives and issues, assessment of budget implications, and assessment of human capital reprogramming needs. Leads crossover projects to ensure human resources strategies, policies, and regulations are considered and applied. Oversees OHR’s strategic alignment with Institution-wide learning and development projects, new employee orientation, Smithsonian Employee Perspective Survey, and human capital communications plans. Acts for the Director of OHR in the Director’s absence. Additionally, represents the Office at internal and external meetings, events, and briefings, etc.  Oversees the Office’s communication efforts, particularly as they relate to human capital initiatives and organizational and operational effectiveness.

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 QUALIFICATIONS Applicants 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.SPECIALIZED EXPERIENCEIn addition, applicants must have one year of specialized experience at or equivalent to the GS-15 level. Specialized experience is defined as the demonstrated ability and experience to provide leadership to a wide range of HR functions and programs including facilitating inter-organizational cooperation and effectively managing fiscal and human resources for a large agency, a large agency sub-component, or business.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 programs, strategies, and procedures. This includes ensuring compliance with OPM regulations, statutes, and agency HR policy and standards. 2. In-depth knowledge of financial management involving developing, managing, and tracking budgets in a multi department environment including integrating planning, goal setting, and the deployment of assets within overall agency objectives.3. Demonstrated experience and understanding of managing a complex organization with competing priorities and numerous customer needs; resolving difficult issues at senior levels; and resolving critical administrative management functions, such as hiring staff in a tight fiscal environment and procurement issues.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 Office of Human Resources POB 23772, 600 Maryland Avenue, MRC 517 Capital Gallery Washington, District of Columbia 20013-7012 United States
• Name: Suleyka Lozins
• Phone: 202-633-6334
• Email: [email protected]