Are you a results-driven HR professional with a passion for creating positive workplace environments? Our Office of Human Resources is looking for a Deputy Director to join our growing team. The Deputy Director will partner with our Director to develop, implement and refine all human capital programs, policies and strategies. The OHR provides the leadership, services and systems necessary to meet the human resources needs of the USPTO workforce. Apply now and be a part of our exciting journey!

Duties

As the Deputy Director for Human Capital Management, you'll help shape the future of our organization and make a positive impact on the lives of our employees. The Deputy Director works closely with the Director of Human Capital, the Deputy CAO and other senior management officials to support the mission of the USPTO. You will establish and execute USPTO's human capital vision, strategies, programs, policies and procedures that are flexible, innovative and efficient, with a strong emphasis on customer satisfaction and data-driven decision making. You'll establish and enable a trusted business partner relationship with business unit customers to enable and support a management philosophy that recognizes the need to maintain highly engaged and productive employee-management relationships that supports the USPTO objective of providing and maintaining a high performing, high quality, and engaged workforce. You'll assists in supervising a management team that is responsible for providing strategic human capital planning and consulting support, HR process automation and data analytics; human capital and human resources policy; recruitment and staffing; veteran hiring; position management, classification, and workforce planning/analysis; competency assessment and gap analysis; processing services related to personnel actions, benefits, retirements, and personnel records management; executive resources program; work life programs; management of compensation and payroll processes; enterprise-wide training programs, including leadership and management training and succession planning; analysis of workforce metrics and best practices research, examination of adherence to merit principles, and the prevention of prohibited personnel practices. You'll exercises responsibility on behalf of the Director of Human Capital for ensuring that the Agency's human capital initiatives foster high-performing organizations aligned with the Agency's strategic plan. You'll work with the Agency's senior leadership, the Department of Commerce, the Office of Personnel Management (OPM), the Office of Management and Budget (OMB), and other key stakeholders to set direction and establish policy in carrying out human resources management functions for the Agency. You'll serve as a key advisor to the Director for Human Capital and DCAO, CAO and is relied upon for consultation, advice and recommendations on overall human capital and human resources management policies and programs of the Agency. This typically involves examining and appraising such programs in terms of strategy, scope, importance, emphasis and timing, as well as the evaluation of organizational structures, management philosophy and methods of operations. You'll advise and recommend on new policies and programs designed to increase operating efficiency. You'll assist and, as necessary, act for the Director for Human Capital in developing his/her position on major issues arising within the office's areas of responsibility. Toward this end, keeps abreast of USPTO programs, proposed policies, and planning issues, and keeps current on all program areas within the office. You'll represent of the Director for Human Capital and as directed, speaks authoritatively in meetings with top USPTO officials, representatives of other government agencies, union representatives and other outside groups. You'll represents the office on various inter- and intra-agency groups and boards to coordinate policy, guidance, procedures and activities. If you want to be part of our dynamice team, we'd love to hear from you!

Requirements

• You must be a U.S. Citizen or a National.
• Background and/or Security investigation, if selected for position.
• You must serve a one-year probationary period unless you previously completed one year in the Senior Executive Service.
• Must be registered for Selective Service, if applicable (www.sss.gov)
• Financial Disclosure Report (OGE-278) will be required upon appointment.

Qualifications

Experience must have been at a sufficiently high level of difficulty to clearly show that the candidate possesses the required professional/technical qualifications and executive core qualifications set forth below. 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. Please provide your narrative responses to the Professional Technical Qualification (PTQs) and Executive Core Qualifications (ECQs) questions - Do not write "see resume" or "see attached". Applicants are required to input narrative responses to the PTQs and ECQs in the text boxes as prompted by USAJobs. Each PTQ and each ECQ have a 10,000-character limit (to include spaces) and must be adhered to. Uploaded documents addressing the PTQ's and ECQs will not be accepted. Professional Technical Qualifications: 1. Demonstrated expertise and extensive experience in leading and managing a complex Human Resources Office responsible for the full scope of operational programs such as recruitment, staffing, classification, employee and labor relations, benefits and compensation for a complex, high-volume agency. 2. Demonstrated experience to work across organizational boundaries and establish trusted business partner/consultant relationships with business unit customers that is responsive to the needs of the customer and supports providing and maintaining a high performing, high quality, efficient and engaged workforce. 3. Demonstrated experience in executing and delivering human capital strategies, programs, policies and procedures that are flexible, innovative and efficient, incorporating industry leading and best practices (public and private sector), with a strong emphasis on customer satisfaction and data-driven decision making for a large, geographically dispersed organization. 4. Demonstrated experience leading and implementing automation across the full spectrum of HR programs such as recruitment, processing, employment, professional development, and records management. Please Note: Current career SES members, former career SES members with reinstatement eligibility, and SES Candidate Development Program graduates who have been certified by OPM, only need to submit a resume and narrative statement covering each of the PTQs requirements and do NOT need to address the ECQs. For the following five Executive Core Qualifications (ECQs), you are required to submit a narrative response addressing your specific knowledge, skills, and abilities that demonstrate your possession of these qualifications. Be sure to provide specific examples of what you've done that demonstrates your possession of each ECQ. For more information about the Executive Core Qualifications please visit this site: : https://www.opm.gov/policy-data-oversight/senior-executive-service/reference- materials/guidetosesquals_2012.pdf 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. 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. 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. Business Acumen - This core qualification involves the ability to manage human, financial and information resources strategically. 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. Applicants are encouraged to follow the Challenge, Context, Action and Result (C-C-A-R) model outlined in the Guide To SES Qualifications. Challenge - Describe a specific problem or goal. Context - Describe the individuals and groups you worked with, and/or the environment in which you worked, to address a particular challenge (e.g., clients, co-workers, members of Congress, shrinking budget, low morale). Action - Discuss the specific actions you took to address a challenge. Result - Give specific examples of measures/outcomes that had some impact on the organization. These accomplishments demonstrate the quality and effectiveness of your leadership skills. Note: Submit only the documents requested. Additional documents will not be reviewed by the rating panel. Uploaded documents addressing the PTQ's and ECQs will not be accepted.

Education

There is no education requirement for this position.

Contacts

• Address EXRD - Office of the Chief Administrative Officer Office of Human Resources Mail Stop 171 P.O. Box 1450 Alexandria, VA 22313-1450 US
• Name: Michelle Crawley
• Phone: 571-270-5787
• Email: [email protected]