The incumbent serves as the Deputy Chief Human Capital Officer for the Department of the Treasury and oversees the Office of Human Capital Strategic Management. Provides executive leadership in directing and overseeing programs and policies pertaining to human capital management of the Treasury workforce. Maintains a broad focus on Department-wide HCSM issues. Serves as a program and policy advisor to the Deputy Assistant Secretary for Human Resources and Chief Human Capital Officer.

Duties

Assists the CHCO in carrying out the CHCO's responsibilities to oversee compliance with the laws governing the civil service within the agency and to implement the rules, regulations, and policies of the President and regulatory oversight agencies including the Office of Personnel Management, Office of Management and Budget, Department of Labor, etc. Serves as the Department's principal advisor on Treasury human capital policy planning, development, formulation, and issuance, as well as evaluation of the compliance and effectiveness of Department and bureau human capital programs. Assures that human capital policy and program initiatives are aligned with, and contribute to, the Department's strategic goals and objectives, as well as the department's mission, financial and operating plans, budget estimates and submissions, and short and long-term performance objectives. Develops and recommends plans to assure that Treasury has the diverse, highly skilled, technically competent, and well managed workforce (i.e., talent) necessary to achieve its strategic goals and annual operating objectives and that it is deployed in a structure that is both citizen-centered and mission-focused. To this end, employs sophisticated quantitative methods and modeling techniques to anticipate future agency human resources requirements, assessing those requirements against current and projected workforce demographics (including years of service and experience, intake and attrition rates, diversity, critical skill mix, etc.). Directs and/or manages the full complement of human capital programs including workforce planning, recruitment, selection, placement, promotion, separation, position classification, position management, pay administration, employee benefits and awards, employee relations, labor relations, career management, compensation, cultural change, succession management, employee satisfaction, and other areas as appropriate. Places a particular emphasis on analyzing mission requirements and priorities; translating those requirements into critical workforce competencies (including leadership competencies); analyzing and assessing "gaps" between those critical competencies and existing workforce competencies; and devising means of closing the gaps. Ultimately, utilizes the data and information from these analyses in developing short- and long-range recruitment, staffing, retention, and succession management plans to ensure that the workforce requirements of the Department are met.

Requirements

• Financial disclosure is required.
• Must be able to obtain and maintain a Secret clearance.
• Must be a U.S. Citizen

Qualifications

Qualifications: As a basic requirement, applicants must possess the Mandatory Technical Qualifications listed below. Typically, qualified applicants will have gained experience of this nature at or above the (GS)-15 grade level or its equivalent in the public or private sector. To be qualified for this position, your resume must reflect experience in a managerial capacity. Typically, experience of this nature is gained at or above the GS-15 grade level in the Federal service, or its equivalent with state or local government, the private sector, or nongovernmental organizations. As such, your resume must demonstrate that you have the knowledge, skills, and abilities to successfully fulfill responsibilities inherent in most SES positions such as: Directing the work of an organizational unit Ensuring the success of one or more specific major programs or projects Monitoring progress toward strategic organizational goals, evaluating organizational performance and taking action to improve performance. Supervising the work of other managers and exercising important policymaking, policy determining, or other executive functions. Failure to meet the basic qualification requirement and address all Mandatory Technical Qualifications will result in your application being disqualified. NOTE: Announcement open to current career SES members, former career SES members with reinstatement eligibility, and SES Candidate Development Program graduates who have been certified by OPM. Please submit SF-50 or SESCDP certificate for verification. MANDATORY TECHNICAL QUALIFICATIONS (MTQs): All applicants must submit a written narrative that addresses each of the MTQs separately. The narrative must not exceed one (1) page per MTQ. Applicants who fail to adhere to the one (1) page per MTQ limit will be disqualified and no longer considered for the position. Applicants must possess the following technical qualifications that represent the knowledge, skills, and abilities essential to perform the duties and responsibilities of the position. You must fully address each MTQ to be rated for further consideration. MTQ 1: Demonstrated ability to understand complex, controversial, sensitive, and high-profile strategic human resources concepts and to formulate and clearly communicate recommended responses, positions, and policies to relevant stakeholders. MTQ 2: Expert knowledge of relevant Title 5 statutes, regulations and policies as applied to executive resources/and general schedule personnel management across workforce planning, staffing, employee relations, labor relations, employee development, compensation, performance management and awards. MTQ 3: Proven ability to promote overall health of the organization as indicated by organizational performance, resilience, and capacity. Successfully build, manage and lead a diverse team of expert human resources professionals in achieving the agency's strategic human capital goals and objectives. Develop and maintain an inclusive workplace and culture that promotes individual employee performance, development, and well-being. Successfully advocate for additional resources where necessary or demonstrate an ability to appropriately reprioritize in a resource constrained environment.

Education

This job does not have an education qualification requirement.

Contacts

• Address
• Name: Brian Bobo
• Email: [email protected]