The Chief Human Resources Officer (CHRO) serves as the senior executive responsible for administering the federal Judiciary's human resources (HR) program, provides leadership and vision for the Judiciary's HR programs, and oversees HR services for the 30,000 employees and judges that comprise the federal Judiciary nationwide.

Duties

The CHRO serves as a subject matter expert on all matters relating to human resources in the Judiciary and serves as the principal staff advisor to the Judicial Resources Committee of the Judicial Conference. The duties of the Chief Human Resources Officer include, but are not limited to: Leading and overseeing the work of the Human Resources Office with a diverse staff of approximately 100 total government employees. Overseeing a broad range of advisory and operational services directly supporting human resources activities in federal court units located throughout the nation, including policy interpretations, payroll administration, staffing and classification, benefits and retirement administration and education, judges' compensation and retirements programs, training, work force analysis, manpower modeling, recruitment, and employee engagement. Creating and monitoring performance metrics, supporting retirement and financial audits, assessing customer satisfaction, and implementing process improvements for all key services. Directing human resources activities in accordance with the laws, regulations, and policies governing federal Judiciary employment. Developing and managing a robust communications program to provide information to federal Judiciary employees, management, and judges in support of the human resources policies and programs. Efficiently and effectively planning and managing personnel funding, contracts, workspace, equipment, and other resources placed under the oversight of the office. Leading and participating in nation-wide projects and programs in which the Judiciary's human resources policies are considered. Serving as the principal advisor to the courts, federal judges, Judiciary officials, committees and subcommittees of the Judicial Conference of the United States, and advisory groups on all functions related to human resources. Representing and speaking on behalf of the AOUSC with senior officials of other government organizations and private organizations regarding significant human resources issues affecting the Judiciary. Working with court executives on strategic planning, agency operations, problem resolution, and development of new and innovative programs to support the AOUSC mission. Fostering and maintaining productive relationships with court executives and staff, federal judges, officials in the executive and legislative branches, and representatives of private industry. Monitoring the external environment and advising federal Judiciary leaders about changes in federal human resources policies and laws that may impact federal Judiciary personnel and judges. Serving as a thought leader regarding the strengths, weaknesses, opportunities, and risks to human resources management within the federal Judiciary.

Requirements

Qualifications

Applicants must have demonstrated experience which shows competence in the qualifications as listed below. This requirement is according to the AO Classification, Compensation, and Recruitment Systems which includes interpretive guidance and reference to the OPM Operating Manual for Qualification Standards for General Schedule Positions. Specialized Experience: Applicants must have at least one full year (52 weeks) of specialized experience equivalent to the GS-15/JSP-15/CL 31 level which is in or directly related to the line of work of this position. Specialized experience for this position is demonstrated experience in developing, managing, implementing, and improving a human resources management program. This experience should include recruitment and staffing, automated HR initiatives, employee relations, employee development, compensation and benefits, performance management, and HR policy development and implementation. Additional Assessment: Applicants who meet the specialized experience requirements also will be assessed on the following Mandatory Technical Qualifications (MTQs) and Executive Core Qualifications (ECQs). Mandatory Technical Qualifications: The MTQs listed below should be evident in your resume. A supplemental narrative must be uploaded and attached to your application addressing each MTQ listed below. Demonstrated experience in managing a complex human resources management organization and related programs, including workforce/staffing assessment ("work measurement"), classification, employee relations, performance management, benefits administration, compensation, employee development and training, human resources information systems, and strategic human capital planning. Experience must demonstrate knowledge of these programs and the impact on organizational objectives and performance goals, as well as sufficient analytical skills and knowledge of statistical concepts to aid in executive oversight. Demonstrated experience in managing a complex multi-level organization to include integrating organizational operations with the agency's strategic plan, mission, vision, values, and objectives. Ability to successfully meet customer expectations as evidenced by a proven track record of strong customer service orientation. Executive Core Qualifications (ECQs): Applicants currently serving in an AOES and Court Unit Executive positions or under a career Senior Executive Service (SES) appointment, eligible for reinstatement into SES, or have successfully completed a SES Candidate Development Program (CDP) approved by OPM are not required to submit a narrative response for the Executive Core Qualifications (ECQ). A narrative response as part of the application package for each of the following ECQs is MANDATORY for all other applicants. Please limit your response to two pages. 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. Leadership Competencies: Creativity & Innovation, External Awareness, Flexibility, Resilience, Strategic Thinking, Vision. 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. Leadership Competencies: Conflict Management, Leveraging Diversity, Developing Others, Team Building. 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. Leadership Competencies: Accountability, Customer Service, Decisiveness, Entrepreneurship, Problem Solving, Technical Credibility. Business Acumen: This core qualification involves the ability to manage human, financial, and information resources strategically. Leadership Competencies: Financial Management, Human Capital Management, Technology Management. Building Coalitions / Communication: 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. Leadership Competencies: Partnering, Political Savvy, Influencing/Negotiating.

Education

This position does not require education to qualify.

Contacts

• Address Department of Administrative Services One Columbus Circle, NE Washington, DC 20544 US
• Name: Rosemarie Thompson
• Phone: 202-502-3800
• Email: [email protected]