This position is in the Office of the Under Secretary of Defense (Comptroller) (USD(C)) reporting directly to the USD(C)/Chief Financial Officer (CFO) of the Department of Defense (DoD). The Director, Human Capital and Resource Management serves as the principal advisor and assistant to the USD(C)/CFO in managing the DoD-wide financial management workforce development as well as the financial and human resources and operational processes of the OUSD(C).

Duties

The incumbent manages and directs a professional staff that provides a full range of support to the DoD Financial Management Workforce and provides administrative support to OUSD(C) management in the following areas: Assures that organizational management processes support USD(C)'s efforts to foster a culture that unifies the workforce in support of its strategic goals. The incumbent brings to bear experience that enhances employee effectiveness and productivity, builds consensus through employee involvement in administrative processes/policies, and reflects consideration of "best practices" in management. Leads a support organization that puts services to the USD(C) staff as its top priority. Communicates all policies and processes in an open and clear manner. Stresses rapid and effective support to the OUSD(C) staff that is engaged in analysis that influences decision making at the highest levels of the Department. Provides multiple avenues for staff input and feedback on systems and process. Continually strives for process improvement while effectively managing change to minimize turmoil. Oversees planning, formulating, justifying, and executing the OUSD(C) organizational budget in accordance with the DoD FYDP/PPBE process and Federal, DoD, and WHS policy, instructions, and laws; overseeing, managing, and/or providing expert advice on all OUSD(C) acquisitions to ensure acquisition strategies are aligned with federal and DoD policy and OUSD(C) mission objectives result in most efficient use of organizational funds, and associated service contracts are effectively and appropriately managed; developing and administering internal management controls of the resource management and acquisition processes in OUSD(C). Develops organizational spend plans; presents senior leadership with alternative courses of action. Oversees the efforts of staff in acquiring service contracts in support of the OUSD(C) mission. Identifies and interprets relevant policies, laws/regulations, conducts requirements analyses, develops and executes acquisition strategies, reviews statements of work, identifies performance measures, creates cost estimates, and completes other required documents. Ensures service contracts are administered in accordance with policy and reviews OUSD(C) acquisition documents for compliance with federal, DoD, and local guidance. Serves on the OUSD(C) Contract Review Board (CRB). Oversees the OUSD(C) compliance with Service Requirements Review Board guidance. Responsible for the full spectrum of Human Capital management (SES, GS, military) to include: recruitment, retention, training and development, monetary and honorary awards, performance management, and physical and personnel security. Oversees the OUSD(C) Records and Information Management (RIM) program. Ensures records management practice are in compliance with National Archives and Records Administration (NARA) and Washington Headquarters Services (WHS) records policies and procedures. Manages OUSD(C)'s continuity of operations (COOP) plans, policies and programs. Works closely with OUSD(C) and DoD leadership in developing plans and identifying systems, data, and processes required to support OUSD(C) needs, consistent with DoD plans and policies. Responsible for preparation of alternate facilities, operation of a training program and coordination of contingency operations. Responsible for ensuring that the OUSD(C) has an Emergency Response Group which is trained and ready (through participation in recurring exercises). The incumbent, based on expertise in financial management, strategic human capital planning, and special project management, oversees DoD FM workforce development programs and initiatives including: Leads the Financial Workforce Management Office and serve as the Department's Functional Community Manager (FCM) for approximately 60,000 financial managers. Engages and advocates on DoD FM Workforce issues and initiatives with congressional committees to ensure legislative authorities are enacted to support FM workforce programs. Develops strategy and policy guidance for DoD financial management workforce programs including the DoD Financial Management Certification Program and its supporting Learning Management System (LMS) for the DoD financial workforce. Oversees FM workforce/development programs (FM STARS rotational developmental assignment program, the FM automated Individual Development Plan (IDP) tool, the virtual instructor-led training program, etc.). Serves as DoD-wide FM Functional community manager responsible for the development and revalidation of FM competencies and the periodic assessment of FM workforce competency skill gaps.

Requirements

Qualifications

The recruitment application process for this position is RESUME BASED method. Evidence of five Executive Core Qualifications (ECQs) and the three Mandatory Technical Qualifications (MTQs) MUST be clearly demonstrated in the five (5) page resume. There is no requirement to submit a separate narrative statement specifically addressing the Executive Core Qualifications (ECQs) and Mandatory Technical Qualifications (MTQs) with your application. http://www.opm.gov/ses/references/guidetoSESQuals_2012.pdf Each accomplishment should be clear, concise, and emphasize your level of responsibilities; the scope and complexity of the programs, activities, or services you managed; program accomplishments; policy initiatives undertaken; level of contacts; the sensitivity and criticality of the issues you addressed; and the results of your actions. You should use action oriented leadership words to describe your experience and accomplishments (e.g., Led the development and implementation of....) and quantify your experience wherever possible to demonstrate your accomplishments (e.g., number of employees supervised; size of budget managed; amount of money saved, etc.). ECQ 1 - 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. ECQ 2 - 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. ECQ 3 - 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. ECQ 4 - Business Acumen: This core qualification involves the ability to manage human, financial, and information resources strategically. ECQ 5 - 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. MANDATORY TECHNICAL QUALIFICATIONS: Applicants do not need to address each technical qualification separately. 1. Experience that demonstrates the ability to envision and collaboratively lead large-scale workforce development programs and initiatives from inception through sustainment which affect a large and geographically dispersed workforce across the Military Departments and Defense Agencies, a large federal entity, or the organizational equivalent within industry. 2. Experience that demonstrates the ability to lead resource management efforts including programming, planning and execution of a budget which spans multiple appropriations; acquisition management including oversight and execution throughout the contracting life cycle; and the ability to study and advise senior executive leaders on a wide variety of resource management related issues. 3. Demonstrated ability to plan and execute at the senior executive level policy, programs, and procedures applicable to human capital management, security, continuity of operations, records and information management and a wide variety of administrative programs. Demonstrated experience leading initiatives to attract talent and improve retention rates in a large workforce. DoD Joint Enterprise-Wide Experience Statement: In addition, DoD requires an Enterprise Perspective. This individual must have the ability to apply a broad point of view and an awareness and understanding of individual or organizational responsibilities in relation to DoD or government-wide strategic priorities is required. Executives must demonstrate ability to work with internal and external partners to support national security objectives. This perspective is typically gained through a variety of diverse work experiences. A separate narrative statement is not required. This information should be embedded within the resume.

Education

There is no education requirement for this position.

Contacts

• Address Office of the USD for Comptroller Human Resources Directorate 4800 Mark Center Drive Alexandria, VA 22350 US
• Name: Senior Executive Services
• Email: [email protected]