This position is located in the Chief Operating Officer Organization (COOO), Human Resources Organization of the Federal Deposit Insurance Corporation in Washington, D.C.  Salary reflects a pay cap for this position of $275,000.

Duties

Manages, directs and oversees the development of new and/or improved policies, procedures and guidelines affecting core areas of Human Resources management. Ensures that changes to existing personnel management rules, regulations or guidelines are implemented in a timely and professional manner. Determines policy for the FDIC’s Delegating Examining Unit, Merit Promotion, and Excepted Service Staffing processes. Ensures compliance with regulatory and procedural requirements. Ensures the FDIC is in compliance with merit staffing procedures and applicable consent decrees. Provides guidance and technical staff assistance to the staff in announcing vacancies, performing qualifications analysis, conducting panels, preparing certificates and processing selections. Actively participates in the development of new or improved policies, procedures, and guidelines affecting human resources management. Performs special studies of human resources management operations, assembling research materials and formulating conclusions on the effectiveness of existing policies and procedures. Proposes revisions to existing policies or procedures and ensures changes to existing personnel management rules, regulations, or guidelines are implemented in a timely and professional manner. Responds to inquiries associated with human resources management policy and procedures received from Corporation employees or outside sources such as Members of Congress. Directs and oversees the preparation of responses to questions from attorneys in the Legal Division related to human resources laws, policy, regulations and procedures.  Participates in compliance reviews/audits/inspections and internal control reviews of FDIC HR programs. Prepares guidance for compliance with internal control requirements. Coordinates Office of Personnel Management (OPM), Inspector General (IG) and other reviews of HR programs to ensure regulatory and procedural compliance. Prepares standard operating procedures and other guidelines for a variety of HR programs to achieve and ensure consistency. Identifies and monitors performance measures of HR processes to manage workload, enhance customer satisfaction, and evaluate effectiveness of HR programs. Participates in special projects and studies of considerable scope and depth critical related to managed programs. Collaborates with management in employing change management processes and techniques such as strategic planning and workforce development. Recommends changes in processes or systems and participates in the development of new processes and systems to monitor and evaluate assigned program areas. Interprets complex legislative, regulatory, and policy guidance to prepare study recommendations for management. Exercises supervisory personnel management authority and performs the full range of performance management duties, to include planning, assigning, and reviewing work products of subordinates; establishing guidelines and performance expectations; and, evaluating work performance and providing feedback to others on their performance. Identifies and monitors performance measures of HR processes to manage workload and evaluates the effectiveness of assigned HR programs. Identifies training and developmental needs for staff and provides regular recognition of staff. Works in collaboration with the appropriate Human Resources and Legal staff to administer disciplinary action. Hears and resolves grievances or other disputes as appropriate. Approves/disapproves requests for leave, telework, travel, training, etc. Provides guidance and management consultative service involving the full spectrum of HR functional areas assigned. Serves as management's technical advisor regarding HR policy in the areas of employment and staffing policy, merit promotion, recruitment and placement. Ensures that Equal Employment Opportunity (EEO), Diversity, Equity, Inclusion, and Accessibility (DEIA), employee development, employee performance, and other personnel plans, processes, and programs are executed equitably consistent with Corporate policy, legal requirements, and the mission of the Division; organizes, coordinates, and manages the work of diverse teams of employees by assigning work, developing employee skills, assessing/monitoring employee performance, and promoting inclusion.

Requirements

Qualifications

To meet the minimum qualifications, applicants must possess the following leadership and technical experiences. These qualifications would typically be gained through serving in roles that require managing projects/teams or guiding the technical work of others. Qualifying experience may be obtained in the private or public sector. 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, skills, and abilities that can provide valuable training and experience that translates directly to paid employment. You will receive credit for all qualifying experience, including volunteer experience. MINIMUM QUALIFICATIONS: All applicants must submit a resume that addresses each minimum qualification experience. Examples should be clear, and 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 and quantify your experience wherever possible to demonstrate your accomplishments (e.g., the number of employees supervised). Leadership Experience: Experience in leading and coordinating projects, including establishing expectations, reviewing work products/services, monitoring progress, and providing guidance and feedback to team members. Technical Experience: Experience in leading and developing coordinated efforts to improve or develop HR staffing and recruitment policies and drafting and coordinating feedback on policy and guidance documents.

Education

There is no substitution of education for the experience for this position.

Contacts

• Address Federal Deposit Insurance Corporation Human Resources, Executive Resources 3501 Fairfax Dr. Room VS-E3012 Arlington, Virginia 22226 United States
• Name: Melissa Jones
• Phone: 571-652-6883
• Email: melijones@fdic.gov